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Silverstone, R. (1974). The office secretary a study of an occupational group of women office
workers. (Unpublished Doctoral thesis, City University London)
City Research Online
Original citation: Silverstone, R. (1974). The office secretary a study of an occupational group of
women office workers. (Unpublished Doctoral thesis, City University London)
Permanent City Research Online URL: http://openaccess.city.ac.uk/8581/
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ME
OFFIXE SECRETARY
OCCUFATIONPL' GROUP OF
A STUDY UF f
WO 1T OFFICE WORL `i
ROSALIE SILVERSTONE
VOL 2-.
Thesis
submitted
for
the
degree
of Doctor
of
Philosophy
TAE CITY UNIVERSITY,
RTM.,.N1 OF SOCIAL SCIENCE AND HUM:NN(I'TIES,
DEPP.
APRIL, 1974.
ö IBSýRýT.
YE
CITY UNºVERýITY
ý-OND
STREET,
JOHN
BEST COPY
AVAILABLE
Poor text in the original
thesis.
CHAPTER XI
THE USE OF OFFJCE MACHINERY
.
C.
Wright
that
of
the
are
used,
the
factory,
for
interchangeable,
to
the
Mills
likened
factory.
'The
become
employees
machine
mechanised,
of
executive
and
of
dictaphone
transcribers
merely
increased,
the
and
that
He maintained
only,
executives
desk
his
on
be
to
secretaries
in
positions
the
by
box.
t Tould become increasingly
5
Lockwood,
mean that
necessarily
for
to
in
the
human
is
a factory
labour.
office
'
to
machinery
He said
replace
of
that
certain
was employed
apart
collar
in
work
from
such
factory
becomes
being
routine
251
like
labour
machine
in
the
mechanisation
became
'human
the
that
out
work
situation,
decreased.
of
to
senior
stenographer
skill
of
girl
offices
alley.
pointed
instead
machine
intended
office
however,
has his
white
were
numbers
that
and that
a blind
jobs
employment
the
replaceable
office
were
the
executive
that
a pool
and who know
routine
He foretold
become obsolete,
become immediately
would
their
become
meeting
as more
for
specialized
phones
sees
of
standardized
had
a private
in
as
is
once
be
limiting
'
it
initiative
would
'The junior
4
while
is
clerks
numbers
tendency
work,
it
that
requiring
reduced
the
executive
stated
the
so
a metal
would
shorthand
Mills
introduced,
was
machinery
'
a voice.
as
machines
only
whom he never
to
office
rationalized;
clerks;
was
Now the
secretary.
modern
attendants;
'Dictation
2
him
is
replaceable
1
Not
automatization'.
increasingly
the
of
individualized;
not
quickly
of
work
new office
collective,
-is
point
the
the
computer
a way that
not
work,
ancillary
ancillary
clerical
did
to
which
functions,
it
most
reinforced
3
CHAPTER XI
THE USE OF OF'FJCE MACHINERY
.
C.
Wright Mills
that
of
the
are
used,
the
factory,.
for
interchangeable,
to
the
likened
factory.
'The
become
employees
is
increasingly
executive
of
dictaphone
machine
quickly
'Dictation
transcribers
whom he
increased,
the
and
that
He maintained
be
secretaries
to
executives
only,
the
by
'The
limiting
box. '
become obsolete,
that
i-rould
a blind
mean that
for
in
a factory
to
the
machine
human
is
labour.
intended
office
instead
'
He said
the
that
to
replace
certain
machinery
was
employed
the
that
out
the
white
were
decreased.
of
numbers
to
his
the
skill
collar
girl
in
work
senior
stenographer
of
offices
apart
routine
in
lire
labour
machine
such
did
mechanisation
became
'human
of
jobs
employment
and that
work
situation,
office
alley.
pointed
office
a pool
were
that
become increasingly
necessarily
their
meeting
more
routine
He foretold
replaceable
however,
as
has
would
Lockwood,
for
become
who know
and
executive
become immediately
5
be
specialized
phones
sees
of
standardized
is
a private
in
as
had
initiative
would
junior
4
it
once
that
requiring
reduced
is
it
clerks
numbers
tendency
a metal
would
shorthand
positions
work,
only
never
stated
the
so
while
in
desk
on his
Mills
introduced,
was
machinery
'
a voice.
as
merely
machines
the
executive
to
office
rationalized;
clerks;
was
Now the
secretary.
modern
attendants;
2
him
is
replaceable
1
Not
automatization'.
and
the
of
individualized;
not
mechanised,
of
work
new office
collective,
of
point
the
becomes
being
from
factory
the
a way
work,
ancillary
ancillary
computer
to
which
functions,
clerical
that
not
it
reinforced
most
3
existing
and supported
has
It
as many
almost
by
senior
while
to
senior
his
the
present
in
employed
The
of
one
large
they
system;
work
Top
jobs.
secretary
an
in
doing
indication
secretary's
job
up
responsible
ones.
two
were
for
are
not
rp
counter
job
every
or
three
typist
every
the
where
work,
1,
installed
older
married
those
not
to
the
dictating
and
in
organisations
often
a centralised
dictating
large
use
machinery
reducing
of
may have
Some machine
work,
252
not
for
while
have
demanding
a
system,
effect
leaving
instance
to
returned
seeking
a favourable
tasks
routine
who
experience
women who had
were
).
who were
a central
they
l
no.
question
those
according
which
were
audio-typists
are
but
in
secretaries
(Appendix
centres
secretaries
acin
families
as the
by
for
two
of
situations
routine
executives
that
half
secretaries,
usually
a5 well
that
audio-typing
organisation
were
centres
secretaries
become
brought
having
in
to
have
clerks
fact
worked
who work
formerly
formerly
typing
the
addition
people
would
by
study
6
for
runs
also
or
one
senior
working
1972,
there
only
to
confined
in
as
Mills'
Wright
demand
least;
that
management
secretaries
skills
were
VIII)
applicant.
semi-automated
supported
be
replace
at
middle
disproving
increasing
present
there
while
operator
That
also
would
The
the
by
would
shorthand-typing
vacancies,
or machine
is
for
with
applicant
job
machines
(Chapter
study
employed
secretaries
management.
views,
this
management,
that
executives
are
executive
and
in
shown
secretaries
prognostication
less
been
already
functions.
clerical
on a
the
more
photocopying
delegated
may be
to
than
limiting
the
that
mechanisation
job,
are
types
other
secretaries
of
clerical
in
the
type
task
of
most
the
the
of
types
all
of
having
changes
procedures,
to
in
Developments
are
improved
been
hence
its
of
metal
changeable
face
to
including
of
calculating;
by
the
undertaken
by
generally
the
although
typewriter
One of
they
changed,
concern
the
in
typing
are
the
of
are
to
while
be
'golf
clerks,
savings
ball'
using
sets
the
of
has
changes
more
and
even
Other
quickly.
held
surface
symbols
same machine.
253
significantly
non-electrical
electric
around
the
is
of
more
being
whole
important
that
most
has been
which
done
characters
axranged
enabling
most
than
appearance
secretaries
which
type
producing
instead
sphere,
be
now
retrieval
about
brought
the
years.
enabling
change
because
and
been
will
with
pleasing
of
examples
bars
the
and
machines,
office
and
perhaps
electrification,
more
called
which
associated
over
are
which
have been minimal.
human labour
those
the
function,
information,
7
(with
them.
some of
previously
the
with
concerned
mechanisation
storage
machines,
all
organisations
changes
of
the
papers,
transferred
to
although
work
small
been
main,
machines)
transmission
Routine
been
the
of
irrelevant.
are
amenable
for
used
dramatic
computer.
have
easily
reproducing
information,
in
affect
are
and
copying
systems
upon
effects
half
for
effects
secretary's
the
addition,
worked
rather
the
on the
than
In
sample
not,
dictation
Machines
have,
will
worker.
is
way may well
under
or
enhancing
Consequently
detrimental
London
which
of
exception
had,
less
have
again
work.
dictating
Secretaries
the
be
to
centralised
where
staff,
secretary's
has
likely
junior
more
typewriter,
on the
of
or
soend
of
an interthe
type
thus
typed
page,
More
recently,
in
is
'Varityper'
The
the
of
up a large
takes
movement has begun
and hence
screen,
already
been preset
the
appropriate
which
and
developed
include
automated
is
former
will
only
will
will
be
Visual
so that,
be
sent
links
able
out
and,
in
general
for
instance,
by
may be
hold
memory banks
which
at
typewriter,
is
are
As
systems.
linkages
and
will
a group
254
punching
voice,
telephones
so that
has
automatic
work
being
of
be
far
as
the
dialling
increasingly
people
extensions
persons
increasingly
being
automatic
conversation,
several
a
1980s.
filing
to
to
calculate
contract,
the
a telephone
telephone
attached
by
a computer
which
finally,
computer
office
and
special
to
a letter
a dictator's
use
and
the
to
summon data
to
long-anticipated
push-button
common
'able
paper
The
day.
be linked
will
saves
typed
or
worker's
tape,
page.
which
writing
into
from
telephone
concerned,
become
available
of
be produced,
details
resulted
corrected
a whole
retyping
unit
book.
has
be
to
letter
a
of
automatically
errors
successful
The
be
letters
typewriter
to
paper
may well
features
Other
the
'
or
sides
cards
and
an office
undoubtedly
on to
type
will
of
selected
date.
tapes
where
transmission
8
for
them on tape
a printed
can then
on punched
the
of
results
part
copy
as
typist
become a terminal
will
effect
made
time
where
display
the
be
the
of
amount
a considerable
both
standard
copies
perfect
at
magnetic
to
of
margins
same
produces
necessity
Any number
work
of
alterations
the
without
use
which
enables
the
producing
a typewriter
and
justify
to
able
talking
rather
or
than
messages
simultaneously.
to
each
two
can
other
filing,
For
being
used
are
of
the
are
then
Ways
automatic
as
document
round.
dealing
with
stencils.
need
messages
unaffected
who
secretaries
papers
machinery
for
in
employer
the
are
deal
with
although
things
It
is
to
a variety
and will
of
as data-processing
likely
jobs
will
that
likely
need
to
and
the
reduced
the
have to
possess
and-the
utilisation
in
relatively
total
number
small
who
are
able
a knowledge
machines
organisations
to
aids,
mechanical
of
of
Although
nevertheless
expensive
individual
be used only
organisations.
secretaries
255
paper
since
the
of
units,
without
smaller
Telex
leave
half
smaller
larger
create
secretaries
more
in
employed
are
carbon
letters.
are
that
of
as
the
consequently
life
working
born
perpetually
will
such
as
advances
and
documents
correspondence,
function
same
use
as well
addressers,
or duplicating
that
maintained
of
the
with
around.
devices
amount
rather
searcher,
changing,
also
and
copying
old
the
of
some
systems,
to
a copy
letters
actual
filing
are
move
continue
mergers
post
a special
make
also
level,
comes
to
organisations
the
file
through
read
may
mundane
decollators
Many technological
large
which
openers,
a considerable
served
the
be
to
improved
the
a reduction
Cne
for
so that
conveyors
to
in
Papers
limited.
still
have
a more
stored
way
The use of
may lead
At
letter
of
but
stored,
be
can
of
is
is
device
a space-saving
as
application
required.
other
microfilm
a reader-printer,
powered,
the
than
of
its
equipment,
paper
which
use
although
documents
and
seen.
the
photographed
piece
of
be
also
such
of
computers.
will
play
a
in
part
greater
and
convenient
may be
order
the
about
in
changes
their
ork
70 per
used more than
It
the
be
can
it
London
of
become
the
use
bring
about
they
were
prepared
nos.
46
used
some piece
they
any
to
50).
-
used
of
and most
shown
are
of
office
because
their
one
have
can
of
affect
is
256
it
machine,
in
part
the
was
only
one
half
does
has
status
of
not
survey
in
employed
machine
it
for
the
obviously
equipment.
the
as telephones,
use
grow,
Although
effort.
secretary
been
to
continue
Nevertheless,
piece
such
and
taking
than
might
machinery
will
forms
other
overtaken
a photocopying
secretaries.
Some machines,
the
time
more
there
several
has
use
establishments
where
since,
its
used
secretaries
half
The
in
would
of machinery
photocopying
a well-established
job.
technology
felt
and a telephone,
a typewriter
considerable
save
an establishment,
use
questions
already
questions
asked
they
whether
secretaries
undoubtedly
and
can
them,
that
seen
duplicating
mean that
had
London
than
were
machines
1,
had
machinery
whether
and
The types
one.
machines
XI. 1
Table
since
view
(Appendix
other
machinery
at
their
all
most
dictating
pocket
office
work;
situation;
of
cent
more
in
equipment
and
respondents
used
in
equipment
audio
office
job,
if,
a threat;
be
and
cheaper
standard
impact
what
they
much
notebooks.
discover
machines
become
instance
for
a secretary,
machines,
of
secretary's
of
become
to
instead
to
on the
made
of
have
likely
are
employed
In
in
work
so may photocopying
offices;
use
everyday
machines
calculating
small
to
the
universal.
have
no
a secretary's
status
The
connotation
typewriter
The
XI. l
Table
types
of
(excluding
used by secretaries
and telephone)
machinery
typewriter
LONDON
IQPS
NAPS
(11=515)
(n=170)
(n=73)
50
23
57
13
37
29
21
26
21
17
18
23
7
1
3
7
5
3
3
2
3
k
g)
2
4
7
1
-
1
1
1
1
1
Copying and duplication
Photocopying
Duplicating
(including
Dictating
(including
Calculating
comptometer,
Telex,
adding,
conversion
,
telephone
services
teleprinter
aids
(including
(binding,
work
Listing
Paper
folding,
cutting,
Post (including
(for
Specialist
work
Other
on the
recorder)
payroll)
Communications
Switchboard,
General
tape
it
has been
It
has
hand
does
convey
staplin
field
of
that
reported
of
their
by women in
have
consequently
situation.
many
in
the
women
because
ability
eyes
Walker
typewriter
in
the
Civil
amusement'
by
his
colleagues.
because,
a status
used predominately
been
by this
shredding,
franking)
particular
only)
other
knowledge
addressing)
collating,
of
others,
described
Service,
9
the
lowered
and
even
at
least,
jobs.
low-status
who
type,
can
they
status
men are
how, when he used
he was regarded
257
England
relatively
executives
of
in
with
deny
believe
affected
a
'embarrassed
any
they
will
Dictating
machines
upon
a secretary's
affect
has
been
with
the
be
Their
utilised.
between
relationship
between
the
person
with
this
for
in
Consequently,
feeling
a secretary
if
she
Table
XI. 2
is
by
has
status
of
mechanical,
rather
than
a dictating
machine
as
were
in
asked
their
they
whether
work,
and
Are you prepared
it
important
the
to
were
Yes, under certain
is
to
conditions
the
would
cent
conditional
in
be willing
of
IQ'S
to
and
use
74 per
258
dictating
cent
of
Table
your
XI. 2.
work?
NAPS
IQPS
(n=170)
(n=73)
48
48
37
17
39
37
35
13
26
65 per
replies,
use
in
shown
use audio-machines
No
with
intelligent
or
prepared
response
Yes
87 per
in
may result
(n=515)
secretaries
involves
intellectual,
LONDON
Including
associated
often
are
since
less
of
interferes
which'
status
regarded
the
that
to
anything
low
personal
decreasing
related
machines
to
had
the
of
a feeling
shorthand,
shorthand.
used
Secretaries
audio-machines
this
using
she
in
dictating
and
is
works,
offices
have
loss
boss,
status
result
pool;
supervision
close
skills.
than
may
a typing
her
secretary
Furthermore,
work
fairly
whom the
her
and
Since
them.
dictating
the
may mean
a secretary
relationship
deprivation.
with
adoption
in
who know
staff
of
ambivalence,
arouses
machines
of
means
a considerable
use
dictating
shortage
other
their
and
of
the
that
consequence
contact
status,
by
stimulated
may have
particular
Acceptance
hostility.
even
in
cent
of
London
machines,
NAPS.
These
compared
results
a very
show
so
belief
held
that
secretaries
may include
forming
part
Dictating
being
more
waiting
for
of
while
interrupts,
is
convenient
the
before
for
him
or
dictating
machine
or office
hours
or
want
dry
on
to
twit",
say,
and
date
after
hears
is
articulate
to
do so,
is
not
may not
to
and
other
in,
not
occupied.
when
it
be
using
can
may be
made
dictation
for
wait
A
matters.
an office
setting
instance,
for
call
dictates
flow
work
to
wasted
not
secretary
have
restricted
may be used
but
the
Again,
else.
is
are
boss
the
time
saving
a telephone
people
If
experience.
of
time
training
and
a car,
an
at home.
who find
ideas,
the
start
or
deciding
decisive,
manager.
You
by
machine
does
it
uninterrupted
10
'
is
in
think
a secretary
using
how to
what
can
to
think
cannot
dictating
work.
dictating
be helped
may also
an ordeal,
run
two
correspondence
Some employers
of
her
a secretary
with
advantage
example,
that
means
at
dealing
aircraft
for
same task.
since
smoother
also
do something
to
time
if,
dictation
machines
favourable
A secretary's
the
simultaneously
dual
The
colleges
or
generally-
so.
dictating
of
the
of
do
to
in
cent
per
view
secretarial
the
flexible.
it
and
use
employers,
have
machines
in
willing
the
of
from
pressure
use
not
in
curricula
(21
them
surprising
are
training
the
of
institutions,
is
which
already)
reasons
and
willingness
general
did
London
to
2 59
into
put
not
privacy
-
'If
a machine.
going
dictation
something
words
to
wear
and
of
what
"silly
think
all
for
that
a confident,
you
you
old
its
the
typist
F
Secretaries
to
use
them
only
willingness
would
use
Many
stated
that
considerable
The
reasons
not
willing
fell
into
three
or towards
categories
a)
audio
machines
b)
there
was
c)
audio
machines
This
she wishes
correspondence
boss's
also
desk.
felt
use of
that
audio
main
is
per
if
for
there
said
cent
of
with
the
and
was
they
were
the
sample)
use
of
about
attitudes
but
was wide,
fell
using
the
main
were:
shorthand
reason
or
for
a skill
retaining
that
they
and can leave
job
are
a boss
the
seeing
instructions
contact
260
tape,
her.
the
like
is,
that
boss
and secretary.
can dictate
or the
where
and leave
interesting
and
machine,
She can type
need be made at
was made less
equipment.
impersonal,
between
means that
follow
do not
why secretaries
relationship
No personal
their
if,
XI. 3)"
criticisms
desk without
or
(34
expressed
equipment
secretary's
shorthand.
boring
the
when he or
or
who
feelings
and
for
the
audio
of
they
impersonal
are
with
tapes,
associated
(Table
most
are
The use of
the
those
groups;
machines
interfere
use
equipment
secretaries
machines
problems
confirms
the
in
sent
London
a preference
dictating
on the
by
which
the
use
that
emphatic
work.
equipment
into
and
of. usage;
of
to
their
about
were
exclude
happy
dictating
main
not
abroad
of
use
audio
did
were
was
replies
machines
it
given
The range
they
if
problems
shorthand;
conditional
dictating
pressure
to
using
gave
they
boss
the
example,
who
out
them on the
all.
through
Secretaries
the
Table
XI. 3
Reasons
by London
for
given
secretaries
to use dictating
wishing
machines
not
Percentage
A.
REASONS ASSOCIATED WITH THE USE OF SHORTHAND
Wish to keep up shorthand,
retain
speed.
or
Enjoy
or prefer
shorthand
B. PROBLE141S
OF USAGE
1. Equipment
Bad reproduction,
difficult
to
hear
14
9
1
Situational
Too
3.
skill
5
Cumbersome
2.
of London
secretaries
not 4:ii1in.
to use dictating
(n=173)
machines
interruptions
many
in
Too many people
Distracts
others
Difficulties
of
Difficult
Slower
Hard to
to
office
1
1
or
correct
of
letter,
3
2
2
usage
alter
judge
Inaccurate,
Difficult
More difficult
4
size
more
errors
to
layout,
made
understand
subject
Wastes time
Replays are necessary
4. Detrimental
effects
Causes headache
Uncomfortable,
irritating,
Tiring,
content
matter
1
1
1
1
1
9
2
4
or earache,
pain
strain,
nerve-racking
irksome
5. Dictation
dictation
Poor
Dictator
cannot
6. Training
Boss
7. Other
or
secretary
or
of
problems
Bad hearing
diction
3
instructions
give
trained
not
2
to
use
machine
usage
1
C. FEELINGS, ATTITUDES AND EFFECTS
Impersonal
Dislike
generally
using dictaphone
Boring,
monotonous
Feel like
dehumanising
a machine oneself,
lowers status,
Undignified,
degrading
for secretaries
Not appropriate
Feel cut off from other people
Reduces work interest
Ends boss/secretary
relationship
Frustrating
Ends initiative
Unhygienic
Cannot
D.
5
26
15
13
3
2
2
2
1
1
1
1
1
1
or make suggestions
participate
OTHER REASONS GIVEN
Have typing
to
pool
or others
Union
ruling
Little
typing
in job
needed
do the
work
2
2
1
147*
*totals
often
more than
gave
more
100 per
than
one
cent
because
reason
261.
secretaries
Nevertheless,
to
seen
concern
in
found,
in
a considerable
her
problems
examination
the
and
Noise
height
from
background
helped
were
helped
dictator
effects
equipment,
because
it.
using
typist.
were
the
greatest
especially
secretaries,
although
to
the
The
busy,
measured
would
be
but
no
more
statistical
those
their
by
willing
was
whether
to
be
the
use
fifty,
than
was
for
of
usage,
machines
of
and
criticisms.
among
among
older
younger
similar,
grounds,
was impersonal
machine
the
physical
greater
on
be
important
terms
of
sample
fact
both
number
was
resistance
in
a most
in
machines
over
this
unpleasant
greatest
a dictating
shorthand
possibility
second
in
of
deafness
slight
might
complaint
between
faults,
sources
also
machines,
study,
of
dictating
use of
their
retain
the
use
secretaries,
that
cause
for
to
Reluctance
namely
this
comparisons
accounted
hearing,
dictating
controls
mechanical
with
to
foot
machine.
secretary
found
was
Warne
consisted
and
the
were
those
so the
In
the
as hand
volume
bad
usage
to
or they
skills.
examined
they
use
relationship
that
ever
audio
was
262
secretaries
had
any
found
time
than
equipment
to
are
11
establishments
as traffic,
that
had
she
and
shorthand
found
introducing
invidious
although
and
Training
when
consideration
pitch
audio
of
relative
such
she
typewriting
such
sources,
Caroline
cent).
problems
chair
However,
it.
by
and
voice
by
disliked
who
desk
of
irritation.
that
disadvantages
the
of
per
twenty-six
of
considerations,
dictator's
the
and
technical
of
(47
usage
department,
a government
mainly
of
proportion
exist.
most
who were
to
spare
other
at
work,
secretaries,
wished
The
the
.
preference
for
time
which
training
instead
appear
to
scarce
skill
skill
have
been
has
which
a secretary
Some other
very
practice
of
can
suggestions,
make
learn
also
to
telephone
or
to
are
Again,
boss's
personal
new
It
is
of
change
of
not
the
inventions
use
and
if
the
office.
to
estimate
office
economic
be brought
machinery,
pressures
263
the
be
more
a dictation
would
less
were
missed.
identity
of
face
significance
through
pressure
any
since
can
Bosses
communicated
about
they
a considerable
mood,
with
they
considerably
a sense
of
that
room
present..
addition,
as
in
the
listening
opportunities
is
things
by
during
an individual
can
and
are
are
these
information
such
time,
learn
would
personally
will
of
they
from
maintain
secretaries
In
possible
which
they
amachine.
in
situations
political
their
gives
about
be gained
they
one
position.
generally,
while
when
generally
informal
contact,
to
thanked
firm
is
distinguishing
elite
her
this
at
the
taken
feel
through
than
of
amount
be
in
occur
talk
contact
to
-
face,
result
are
work
personal
value
type
which
so secretaries
the
about
to
on
advice,
a
workers
this
to
are
utilise
clerical
Secretaries
give
going
to
to
advantages
which
inclined
session,
and
is
calls
a threat
as
or
other
relinquishing
dictation.
conversations
also
and
to
would
Shorthand
own.
from
apart
real
shorthand
what
its
used
time
able
to
also
were
training
being
of
related
machines
in
Also,
wasted.
interpreted
may be
if
investment
shorthand-typists)
feature
probably
requires;
a satisfaction
sets
(excepting
it
that
shorthand,
of
is
shorthand
of
the
accuracy,
in
the
future
unknown
play
work,
pace
as
factors
a part.
or
or
a
such
as
Respondents
were
any
however,
asked,
upon
effect
the
the
and
machines
their
structure
XI. 1+
Table
would
did,
be
In
office
Anticipated
to
work
their
generally
will
(n=515)
Changes:
of work done
for
time
leave
51
work
and clerical
2
2
1
work
Will be less filing
Jobs will
become more specialised
by
over
machines
in work interest,
Changes
advantages
disadvantages
jobs
boring,
Will
routine
relieve
interesting
job
Will
more
make
in
More variety
Will
make
job
9
initiative
knowledge
and
be
more
quicker,
of
1
1
job
save
efficient,
Higher
Will
widen
Structure
of
Less personal
-
and
with
2
1
1
7
-
2
5
15
-
1
-
-
office
1
11
6
-
-
1
1
2
37
10
17
1
8
4
9
secretaries
jobs
End of secretarial
jobs
More personal
assistant
More juniors
to mind machines
needed
Secretaries
become machine
Will
minders
for
Lower status
secretaries
264
-
-
-
1
work
boss
be more audio work,
audio
be more typing
pools
1
-
48
1
End or diminution
of shorthand
become paramount
Typing
skill
will
jobs
Will
be fewer
secretarial
jobs
be fewer
Will
shorthand-typist
Will
Will
29
-
secretarial
(n=73)
1
work
contact
(n=170)
NAPS
1
1
1
2
skills
of
IQPS
7
flow
standard
XI. 4).
time,
ease pressure
Cheaper
Constant
work
Less tiring
and
boring,
Output and efficiency
increase
Will
output
Will
(Table
-
interesting,
end
understanding
efficiency
6
22
2
monotonous
Will
Less
of
and
work
less
content
duties,
specialist
more responsible
p. a. work,
Will
be more administrative
No more tea making
be taken
Many jobs
will
the
to a secretary's
job
changes
be brought
by machines
about
LONDON
Tie
Will
they
replies
change
interest,
having
machines
their
likely
work
of
which
foresee
could
job.
secretary's
they
which
work
output,
the
that
anticipated
they
whether
-
-
4
4
-
1
1
1
1
2
2
15
1
5
1
3
1
-
5
1
-
3
4
1
1
1
It
is
will
be
made by
not
seen
quite
to
work,
work
their
that
and
become
will
in
be
will
this
equipment
is
that
personal,
then
audio
as
been
in
typing
out
only
hand,
of
can
equipment
for
the
If
her
actual
contact
most
boss's
an audio
or
would
with
a secretary
between
used
that
and
is
as
an
aid
effect
of her
day consisted
office
while
to
be deleterious,
since
boss which
had existed.
had
administrative
or
seen
265
as
the
personal
his
secretary
they
The
them.
If
audio
appreciate
by
a secretary,
and
not
introduced
when
has
previously
for
dictation,
and subsequently
introduction
the
it
number
IQPS).
of waiting
then
though,
the
efficiency
he dictated,
correspondence,
in
valued
a secretary
which
Routine
foresee,
of
and
highly
more
inevitable.
not
employers,
Its
be
left
and interesting
between
contact
contact
are
enhanced.
members
boss
less
a commodity
would
be
will
increase
an
her
machine
as
They
is
the
be
by
work
exception,
greatly
by
anticipated
be
offices
they
and
seen
will
in
oppressive.
a person.
letters
machine3
less
sensitively
contact
be
will
believe
secretaries
and more responsible
personal
is
main
that
shorthand
of
exists
loss
doing.
sitting
audio
use
which
machinery
one
(especially
used
upon
of
with
and
as there
a substitute
depends
then
the
changed,
However,
use
non-routine
easier
which
relationship
changes
anticipate
disadvantage
sizeable
the
efficiency
secretaries
audio
only
the
cope with
a di. munution
of
but,
Secretaries
advantages.
time
increasing
the
threatening
as
that
apparent
would
If,
delegated
a time-saving
of
replace
the
on the
other
work
to
asset;
do,
she
would
miss
had
she
of
time
the
see
would
those
who
'no'
positive
2 per
of
cent
that
IQPS
and
to
for
organisation
that
a mere
in
secretaries
jobs
ingredient
in
their
threatened
by
machinery
sample.
In
and
to
as
be
long
little
the
as
of
by
main
to
audio
if
cent
age
It
worked.
there
than
others.
the
function
experience
are
machines
the
still
future
of
seen
be
The'feeling
found
to
the
size
of
the
been
them
felt
some unknown
feel
in
maintained,
of
more
offices
in
secretaries
aids
to
_
however,
particular
machines
as
be
to
apparent,
in
employment
266
a
was
secretaries,
may have
of
more.
answer
not
made
a threat
little
was
was
which
is
'yes'.
organisations
situation
can
or
as wasteful
coming
London
NAPS replying
deal
to
work
see a time
their
of
contact
machinery
could
secretary,
so
the
only
and
they
secretaries
shorthand
threat
dictation
of
large
work
view
confirmed
taking
10 per
threatened,
therefore
interesting
the
she
two
be
Lockwood's
other
secretary's
to
their
had
asked
none
which
the
not
shorthand-typists
replace
the
be
would
spent
replace
with
either
related
she
were
would
machines
If
mainly
are
would
machines
it
Consequently
When secretaries
when
as
stint
resources.
and
to
only
boss.
her
with
she
with,
less,
dictation
the
this
efficiency,
are
expected
secretaries.
is
REFERENCES
CHAPTER XI
1.
Wright
Mills,
2.
Ibid.,
pp. 204-5.
3.
Ibid.,
p. 205.
4.
Ibid.,
p. 208.
5. Lockwood,
1958, p. 88.
, 6. Institute
p"9.
David,
8.
Fordham,
The Times,
White
Collar,
Oxford
The Blackcoated
of Office
E.
Mumford,
and Kegan Paul,
7.
C.,
University
Worker,
The
Coirputer
'Enter
Electronics,
Eric
L.,
6th September,
1971.
Morale
Nigel,
9. Walker,
f. n.
Press,
1961,
p. 255,
in
'A Look
Frank,
10. Croucher,
in Action,
Vol. 1, no. 7, April,
the
at
Civil
Salaries
and
Exit
Service,
Centralised
1970.
the
Clerk,
Tea
Girls
Dictation',
1972,
Routledge
and
Temps',
University
Management
the Work in
Psychology,
p. 209.
Books,
Analysis
Cambridge
Audio Typing::, A Study of
11. Warne, Caroline,
National
Institute
Organisation,
of Industrial
Report no. 19,1966.
267
1956,
Unwin University
Management, Clerical
0.,
and Banks,
1967,
pp"152-3.
Press,
a Large
Research
CHAPTER XII
JOB SATISFACTION
Job
and
speculation,
and
terminology.
the
these
on what
are
which
needs
been
has
research
satisfy
elements
by
stimulated
located
in
the
these
could
a hierarchy
work
needs
and
in
the
employers
jobs
be measured.
gratification
which
has
subject
discover
so
of
aim
discover
could
structure
is
agreement
the
to
the
that
said
might
situation;
in
been
what
to
as
social
esteem
needs
the
being
-
accepted
and
having
including
self-respect
self-actualising
give
Each stage
stage
having
needs
self-actualisation
esteem
needs
will
have
been
only
been
such
is
biological
the
dependent
occur
satisfied.
people,
such
security;
of
belonging;
of
opportunity
upon the
so that,
once
that
needs
respect
as the
gratified,
268
for
been
have
proposed
a sense
and
needs
field
demand
-a
previous
and
through
needs
and growth.
challenge
ranging
needs
safety
-
and finally,
of
this
Maslow
thirst;
and
needs
social
little
describes
influential
theories
23
by Maslow and Herzberg.
forward
as hunger
of
has
on how they
or
that
meant
satisfaction
is
there
The two most
have
job
been
rewards.
optimal
put
often
research
methods
have
Mumford
that
interest
if
that
they
workers,
satisfied
Enid
agree
satisfaction
hope
the
has
job
The
of
terminology
are
locate
a variety
reached
variables,
of
them.
of
compared.
variables
to
use
much
prompted
conclusions
would
set
a complex
Fundamentally,
of
be
researchers
most
made up of
the
has
which
the
confused
easily
cannot
'although
in
Some of
and
findings
a concept
resulting
contradictory
either
is
satisfaction
physical,
for
others;
for
needs
instance,
security,
1
'
In
avoidance
the
work
and
the
latter
order
to
he
instance,
factors',
'hygiene
are
for
responsibility,
Maslow's
any
since
single
instance
that
but
lack
simply
A more
being
attempts
4
for
Wolf,
and
end
end
while
Job
extrinsic
and
items
fact
measurement,
either
produce
analysis
Herzberg
for
those
not
satisfaction,
of
a different
set
satisfaction
is
on the
application
practical
pointed
different
of
factors
have
and
at
that
the
job
included
times
or
to
is
differed
and
described
and
from
as
dissatisfiers,
one
an
an
achieve
hygiene
been
satisfiers
have
'satisfaction'
terms
("drive")
content,
or
previous
'Satisfaction
a force
different
factors
have
out
of
slowly
use of terminology.
elements.
is
context
intrinsic
they
the
satisfied,
job
motivation
while
of
types.
is
are
engendered
from
arises
attitude-towards
has
are
motivator
the
recognition,
itself.
based
'motivation'
state.
and
factor
dissatisfaction,
instance,
'
achievement
Herzberg's
at measurement and more exact
state,
opportunities
exclusive
mutually
feelings
eclectic
factors,
and
when
a job-context
of
evolved,
are
could
whereas
two
satisfaction
provide
factors
situation
a work
into
the
pay,
include
factors
dimension
a single
dissatisfaction,
or
maintained
in
factor
factors
divides
factors
conditions,
two theories
involves
analysis
satisfaction
sought
are
working
job-content
these
between
The conflict
that
and
growth,
dissatisfaction,
factors'.
'motivation
are
security
advancement,
job
Different
job-context
while
in
which
these
need;
of
of
achievement
avoid
satisfaction.
supervision,
pay,
and
types
to
factors';
job
an
factors'
people
'motivation
two
the
'hygiene
called
positive
to
lead
which
encourage
called
achieve
to
for
and
would
situation
relevant
he
towards
people
basic
two
have
people
motivate
those
and
former
-the
potentiality;
,are
which
deprivation,
of
that
maintained
those
need,
of
categories
in
Herzberg
contrast
study
56
to
the
different
is
no
Conflicting
as
it
to
applies
about
involvement
in
the
be
and
pay
The
than
level
and
value
overall
between
men and
'good
mentioned
only
fewer
men's
Centers
on the
shop floor
social
relations.
The job
subject
clerical
of
in
work
earners
they
'
and
are
are
more
He found
the
by
challenged
assumes
opposite
stimulating
women
were
jobs
the
less
generally
they
did
and
were
less
were
a lower
at
jobs.
9
Bugental
intrinsic
on
the
of
half
little
difference
extrinsic
job
of
respondents
male
hand,
found
investigation.
and college
office
the
students,
270
primary
respondents
them,
whereas
Wolf
this.
need
secondarily
of women
for
good
also been the
11
and Karras
compared women
workers
Williamson
to
in
factors
female
mentioned
good pay and only
of
their
important
as being
other
was for
and
that
except
women,
finding
reported
placed
satisfaction
workers
that
possibilities
promotion
on the
and Ridgway,
wage
be
because
co-workers'
a third
10
about
that
found
men workers,
had
assumption
Management
is
to
usual
interested
conditions.
a need
satisfaction
work'.
Smith
than
paid,
well
'had
'The
not
secondary
asumption
satisfact:
job
about
that
are
job
of
satisfactions.
and working
8
and
they
usually
are
self-actualising
satisfied
that
job
women
case;
Hulin
the
Beer
oriented.
interested
to
women.
stated
many
examined
it'.
measure
has been presented
7
women
career
not
definitions
and
evidence
is
having
concluded,
to
way
intrinsic
or
because
this
best
one
employees
women
Lawler
and
measurement
of
systems
'there
that
Wanous
other.
has
and found
that
the
clerical
on,
were
workers
important,
and
for
highly
'blue
that
valued
. feeling
factors
be
would
did
collar'
interest
likely
to
having
anticipate
Centers
factors
than
groups
among
the
of
from
the
work,
keep
white
to
chance
the
value
work,
a
and
these
that
and
in
workers
collar
be
to
likely
were
including
factors
more
as
responsibility.
'white
derived
more
factors'
not
job
the
satisfaction
of
they
and
such
talent,
or
a skill
'hygiene
intrinsic
among
workers,
collar'
rank
advancement
Bugental"found
more
use
because
possibly
opportunities
to
likely
more
12
jobs
their
these
female
of
needs
once
in Maslow's
that,
stage
an advanced
that
reported
lack
for
thanks
their
was the
did
employees
13
'
not'
the
and
their
of
and
are at
14
Stansfield
work
expect
any
were
centred
the
work,
that
fact
of
they
lack
received
around
of
no
efforts.
the
done,
on 'what
'-
he gets.
the
greater
job
that
proposition
depended
and what
work
security,
clerical
pools
importance
collar'workers
world,
esteem
dissatisfactions
their
that
15
Morse examined
the
typing
order
and
the
ranked
descending
development.
need
communications,
personal
white
in
perceived
of
'female
terms
their
women
but
satisfaction
the
in
in
social,
autonomy,
Beer
satisfied.
employees
clerical
self-actualisation,
felt
were
needs
an individual
She found
the
satisfaction
degree
that
of
wants
the
job
among
from
more skilled
satisfaction
experienced.
In
whether
the
they
present
were
study
satisfied
secretaries
with.
their
271
were
jobs,
not
asked
because
directly
such
a question
tends
making
interpreted
be
to
to questions
stated,
'Part
Blauner
has
his
dislikes
in
For,
to
the
that
imply
work
in
what
they
they
would.
consider
they
found
their
left
former
liked
you
Many
are
items
which
most
liked.
to
Instead,
most
in
interesting,
social
pressure
...
that
he
the
very
to
relative
their
seeking
the
and
fact
to
be taken
other
were
secretaries
about
important
a more
admitting
them,
important
acceptable;
may generally
with
'
disliked
were
about
(1h
secretaries
items
market.
Jobs which
their
most
jobs
the
job
his
Furthermore
...
jobs
satisfaction
work
finds
admit
self-respect.
his
of
as
to
psychological
be tantamount
of
most
other
Goldthorpe
that,
be
to
1.6
asked
jobs,
what
features
a new
job,
whether
having
for
reasons
jobs.
of
their
he
acceptable
and
Secretaries
like
that
say
most
tends
considerable
particular
in
which
Features
is
there
himself
jobs
than
self-image
may well
are
his
a man's
degree
some
difficult
society
to
men remain
it
of
say otherwise
find
find
will
jobs.
probably
threatening
individual
does not
is
a favourable
give
their
thereby
Thus,
activities.
like
this
of
a worker
people
without
his
of
most
thus
respondent,
job
kind
our
determinant
upon
explanation
suggested,
each
how they
asking
the
of
by
Also,
unreliable.
analysis
response
he
differently
which
they
asked
your
per
the
secretaries
The replies
open-ended
job?
present
cent)
(Appendix
'
than
Appendix
10,
XII.
1,
however,
named
as
the.
are
question,
more
named
In
liked.
Table
listed.
liked.
secretaries
grouped
272
feature
into
1,
feature
all
these
five
61).
no.
of
different
the
only
their
do
question
one
presents
of
'What
job
separate
first
they
categories.
Table
l
XII.
Job features
liked
most
LONDON
(n=515)
by secretaries
IQPS
(n=170)
ÖÖ
/0
A.
Boss,
B. Other
The
firm
D.
Extrinsic
hours,
or
12
31
organisation
4
35
7
83
Intrinsic
)
(e. g.
factors
responsibility
variety,
11
) 42
etc.
6
69
100
every
IQPS
and
given
relatively
more
importance.
the
the
gave
followed
they
had for
It
are
and
to
these
which
they
and freedom
are
by
the
added to
from
it
would
most
liked,
supervision
variety
and
and
variety
that
especially
(which
and responsibility
273
the
when
are
the
their
opportunities
(Appendix
10).
and responsibility
secretaries
naming
groups
in
found
or knowledge
X that
when
held
relatively
three
all
they
were
work
at
factors
variety
they
NAPS
for
people
factors'
the
frequently
most
intrinsic
'intrinsic
to
100
although
secretaries,
appear
factors
were
work',
initiative
Chapter
two
at
responsibility
their
in
was suggested
weight
jobs
importance
using
related
of
category
greatest
work,
people
importance
less
loo
factors'
London
with
compared
Within
'other
by
followed
liked,
'intrinsic
group
64
65
4
No reply
For
12
(e. g. pay,
factors
etc.
77
at work
people
C.
E.
bosses
or
NAPS
(n=73)
other
considerable
give
features
of
control
over
aspects
(Appendix
10).
of
their
work
responsibility)
Morse
found
that
had
variety
(those
satisfaction
a high
had
they
level
degree
Other
category
connection
their
said
job
of
had
had
variety
satisfaction)
a less,
but
feelings
with
work
job
of
felt
also
that
and
decision-
important,
still
17
job
of
strong
who
opportunities
making
the
a very
effect
on
satisfaction.
aspects
their
of
of
'intrinsic
the
work,
work
which
factors'
derived
were
in
liked
secretaries
from
the
interest
the
4
in
found
for
opportunities
sense
of
The
with
second
liked
most
two
other
a greater
worked
than
leavers
19
found
did
workers
and
liking
the
companions
this
in
age
with
relations
contact
(Table
XII.
in
than
more
or environment
the
the
the
that
any
present
at work
other
work
survey
as the
people
situation
at
most
work
assumed
2).
274
workers
girl
young
school
opportunities
men they
appreciated
friendly
atmosphere.
the
clerical
feature
other
members
whom they
with
girl
friendliness
general
the
young
of
than
half
over
London
'valued
particular
and a pleasant,
U. S. A. ) stated
enjoyed
that
A study
age.
and much more generally
atmosphere
social
same
women in
young
secretaries
their
the
of
of
of
also
their
their
(Appendix
'
group
20
work.
named the
important
less
10).
relationship
than
people
(Appendix
work
to
were younger
upon
Similarly,
of
particular
emphasis
he studied
emphasised
in
Maizels
that
the
applied
the
and
pleasure
the
was
Joan
working
Homans (in
work
groups.
meet many people
congenial
of
18
found
boys
the
and
understanding
they
the
secretaries,
aspect
because
probably
senior
advancement
from
and this
to
given
and
gained
placed
to
learning
colleagues,
the
status
achievement
secretaries,
of
the
friendly
aspect
10).
importance
However,
with
Table
Percentage
2
XII.
of London
secretaries
of each
listing
their
age group
companions
at work
jobs
feature
they
as the
most liked
of their
20 - 29 years
(n=336)
Under 20 years
(n=42)
33%
38%
It
majority
by
the
Job
present
London
secretaries
two
disliked
out
can
be
seen
in
those
in
while
Table
XII.
named
first
as
It
the
followed
colleagues.
dislike
65).
no.
question
think
could
jobs.
the
that
fact
in
of
cent
nothing
at
of
all
found
similarly
disliked
they
nothing
reported
your
about
most
22 per
Maizels
includes
3 presents
has been suggested
have most
secretaries
of
areas,
for
given
1.1 (which
10 and
features
a few
Details
Appendix
Appendix
majority
that
than
liked.
secretaries
which
their
with
do you
workers
young
was wider
complaints
'What
their
concentrated
were
have
job,
their
of
to
21
the
Despite
disliked
five
importance
'by secretaries
they
about
jobs.
their
1,
stated
of
17%
primary
content
they
asked,
(Appendix
job? '
about
*I
were
of
disliked
were
which
Secretaries
that
the
relationship
features
they
is
secretaries
pleasant
that
that
therefore,
appears,
of
25%
P (0.05
ý(L (3 d. f. ) = 9.58,
t
Over 40 years
(n=66)
30 - 39 years
(n=55)
disliked
uses
the
an outline
of
their
jobs
features
the
actual
features
of
all
job
of
items
those
which
range
of
items
secretaries
work
as
categories
listed
of
jobs
their
features
same
the
of
secretaries
by
which
secretaries)
were
disliked.
that intrinsic
factors
are those over which
influence,
which is why they like
them most.
275
r
3
XII.
Table
Job
features
disliked
by
secretaries
LONDON
(n=515)
(n=170)
10
A. Boss or bosses
B.
Other
C.
The
b.
factors
Extrinsic
hours,
etc.
pay,
E.
people
firm
work
at
or
organisation
)
variety,
No reply
6
8
8
6
5
7
1
3
1
18
16
15
15
52
4+5
22
15
20
2
1
100
from
Replies
Intrinsic
factors
particular
jobs
was
mentioned
filing
was
groups
followed
the
greatest
source
the
aspect
or
by
copy-typing
disliked,
it
don't
like
a similar
of
as
Filing
cited.
(5 per
(3.5
eighteen
pattern.
dissatisfaction,
secretaries
recognised
was
100
frequently
most
London
twenty-three
4+
100
three
were
being
typing
routine
all
by
/o
/O
(e. g.
disliked
Nothing
(n=73)
(e. g.
boredom,
factors
Intrinsic
lack
of
)
etc.
NAPS
IQPS
per
Although
cent).
essential
and
cent)
and
not
resented:
'I
is
'Filing
Having
'Having
to
a perfectly
to
ignore',
but
a bore,
change
it
to
make
tea
or
make
tea
and
wash
wouldn't
adequate
being
but
filing,
for
on the
coffee
whole
'
vital!
I
adore
job
n
and
'
anything.
was
also
up every
arrangement
particularly
I know it's
for
afternoon
it
resented.
276
disliked,
which
when
my boss
in
one
there
case,
is
chooses
items
The particular
(Appendix
secretaries
inactivity
features
liked
about
for
their
Where
they
were
applied
were
had
been
per
cent
of
however,
may be
their
the
work
nor
salaries
within
'other
were
reasons;
other
aspects
of
and
This
so
their
for
working
at
work'
by
happy
with
lack
earnings
have
their
secretaries
especially
in
this
work.
R
only
been
salaries;
cited
pay
as
of
interest
in
were
being
fairly
were
neither
since
the
pay
paid
a source
majority
a
of
received
range.
boss
the
more
for
competition
liked
were
secretaries
a well-defined
to
might
apparent
that
feeling
journey
disliked
or
mentioned
alone
London
of
shared,
taken.
few
that
unsatisfactory,
small,
the
and
that
assuring
dissatisfactions.
be
particularly
which
concerning
people
work
of
as being
cent
and
Criticisms
loyalty
which
displeasure,
pleasure
problems
Offices
disliked.
to
due
were
factors
work,
to
as meaning
they
feature
with
This
work.
different
stated
hours
3 per
that
work
secretaries,
only
theory
most
opportunities
interesting
and
'dislikes'
mentioned
interpreted
the
variety,
they
which
and
to
pay,
qualities
rrork,
filing.
and
satisfactions
of
unspecified
other
the
dissatisfaction
and
routine
of
work,
initiative,
Herzberg's
mainly
Pay
of
which
conditions
connection
for
jobs,
called
dislike
London
by
mentioned
insufficient
or
and
be
can
the
of
satisfaction
'likes'
were
obverse
contradicts
, prompt
frequently
the
are
responsibility
finding
for
jobs
between
These
11)
most
than
work,
were
were
one
while
mainly
27'z
centred
person,
leading
to
in
criticisms
concerned
on the
primarily
with
divided
the
dislike
category
for
a particular
their
boss
doubt
because
their
bosses
or
other
and
those
by
'I
finish
never
have
like
source
of
and
Ridgway
The
covered
on one aspect
to
by
that
22
to
'
him.
objected
rushes.
women
under
makes me
was
since
a
also
salaries
it
IX)
I
my boss
which
and
secretaries
emphasised
interview.
Pay
(Chapter
age
young
dislikes
described
is
possible
high.
too
were
twenty-one
gave
secretaries
in
the
inactivity
Criticisms
of
pay
aged
thirty
to
although,
as
by
items,
but
between
jobs,
different
forty-five
Secretaries
them
be
to
initial
papers
secretaries,
minor
of
and
groups,
late-night'
and
the
various
age
under-twenties
at
up after
of
the
he has used them - it
after
related
in
tended
work
files
away
but
some
The
dull
another
inactivity
liked
positively
different
features
played
work
no
primacy
need.
alone,
do.
by
arranged
young
found
of
range
twenties
as
expectations
financial
their
dislike,
of
they
disliked
and
put
be
to
found
Wild
and
5 p. m.
for
pay
to
at
complaint
the
enough
routine
tidying
that
to
the
a skivvy,
been
mentioned
difference
ages.
reference
have
sources
as
particular
and
for
has had out
secretaries
had-stated
were
different
do filing
to
feel
which
of
to
them
of
categories
particularly
work
was no significant
work
secretaries
at
few
colleagues.
there
of
categories
people
so many
Although
within
Comparatively
person.
and
part
a source
of
of
for
this
group.
too
age
disliked
much
work
concentrated
having
or not
problems
dissatisfaction.
278
were
the
thirty-nine
conversely,
half
their
travelling
routine
was
also
Inactivity
work
cited
was
also
travelling
forty
and unpleasant
to
forty--nine
most by those
disliked
were
offices
while
age group,
fifty.
over
Both
from
the
as well
twenty
Those
the
both
they
that
to
oldest
immediate
security
in
the
work,
late.
offices.
and disliked
liked
explained
partly
an expectation
common
to
youngest
their
may colour
work
and particularly
may be
work
have
and were
and unpleasant
secretaries
their
of
groups
which
retire,
and the
marry
their
lowards
attitudes
needs.
that
XII.
younger
their
about
complaints
Table
both
of
itself,
work
and leaving
conditions
aspects
was found
It
a sense
and oldest
soon leave
will
tasks
at work
companionship
the
of
and dull
valued
youngest
that
fact
the
differ
Those
and dislikes.
particularly
travelling
different
the
likes
and interest
fifty
seemed to
secretaries
their
routine
difficult
somewhat
in
valued
with
aged over
disliked
and oldest
variety
as'the
Vdissatisfied
That
youngest
secretaries
other
aged under
by
by the
emphasised
4
than
work
tended
secretaries
did
older
London secretaries
aspect of their
Under
they disliked
stating
work
about their
nothing
20
to
make more
(Table
secretaries
XII.
some
who disliked
work, by age
20 - 29
30 -
39
Over
19
19
21+
4+1
81
81
76
59
40
% naming
some aspect. of
work which they
their
disliked
(3 d. f. ) = 15.13,
Walker
found
more satisfied
that
with
P<0.01
among civil
their
jobs
servants,
than
279
those
those
who were
were
older
who were younger.
23
4).
Possibly
as secretaries
which
increasingly
adopt
a more realistic
in
advance
their
satisfy
their
or
needs,
expectation
of
jobs
find
they
careers
they
alternatively,
jobs.
their
New Job Features
The features
might
.
for
instance,
but
liked
her
companions
did
have,
if
not
give
to
were
consider
would
(Appendix
1,
63).
no.
of
to
asked
ten
them in
rank
the
were
alternatives
order
same as those
were
had found
in an earlier
to be relevant
4and
Table XII. 5 shows which
considered
.10
which
important
to be most
and respondents
offered
importance.
of
features
workers,
they
features
companionship
or more pay.
work,
job
new
a
seek
than
Rather
the
of
picture
more interesting
job
her
she liked
that
saying
an accurate
what
If,
enjoy
valued.
were-asked
liked
a new job.
particularly
at work,
say,
they
in
seek
not
friends
secretaries
A range
were
would
most
secretaries
which
she particularly
to
important
question
they
most would
she may prefer
most
her
a job
Therefore
work
a secretary
meeting
of
aspects
those
from
differ
their
of
the
The alternative
features
these
of
women office
of
surrey
Bureau
Marks
Alfred
in
by secretaries
were
the
present
study.
for
Unquestionably,
feature
demanded
of
work.
Of
features
importance
twice
as
by
items
interesting
important
as
falling
job
the
were
starting
a considerable
second
duties
and
so that
in
salary
way
order
of
were
74 per
cent
280
in
importance
again
placed
of
London
were
When,
in
other
addition,
considered,
were
as
named
all
with
salary,
of
order
duties
behind.
interesting
involve
first
placed
important
most
should
interesting
item,
next
it
that
was
which
the
groups,
secretaries,
named
items,
all
a new
London
often
categories
those
those
three
the
secretaries
two
most
placed
Table
XII.
5
important
Most
features
of
LONDON
IQPS
NAPS
56
61
58
23
15
18
4
8
8
5
2
1
5
1
5
1
5
1
4
2
4
-
1
-
1
-
-
1
5
5
100
100
100
(n=515)
Interesting
duties
Starting
salary
Prospect
of
promotion
hours
Convenient
Good working
conditions
Security
Convenient
travel
benefits
Good fringe
Glamourous
firm
or
organisation
Other
interesting
duties
as either
53 per
giving
salary
emerged
as the
cent
promotion
by convenient
followed
Comparison
travel.
which
had previously
shows that
that
office
salaries
workers
duties.
would
than
Consequently
considerably
other
a similar
office
first
or
priority.
next. most
important
with.
the
good working
survey
used this
range
proportion
of
be important
secretaries
it
more concern
second
a similar
hours,
to
give
workers.
281
(n=170)
in
(n=73)
importance,
Prospects
feature,
of
conditions
alternative
office
workers
them,
priority
that
interesting
to
of
and convenient
workers
25
responses
had indicated
20 per
while
with
closely
of women office
may be claimed
at having
a new job
cent
fewer
interesting
secretaries
work
to
show
do than
in
A reversal
work
was found
who were
importance.
This
and divorced
to
support,
while
those
who were
engaged
fiances
affected
on job
that
pay,
in
the
important
most
to
was related
to
engaged,
the
to
replies
a wish
to
replies
questions
about their
to
by how well
paid
they
themselves
aspects
to
of
their
them in
The fact
a new job
work,
job
their
in
that
was not
a true
put
in
asked
for
inportance
for
some of
the
differences
reflect
the
feeling
that
pay should
expectation
had been
in
present
met,
i
282
form,
It
other
to
questions
while
may
may also
an expected
factors
be,
reflection
to be rated,
emphasis.
jobs
people
study
an open-ended
conform
Edwards
to
what
were
what
to
although
the
question,
jobs.
present
thought
this
asking
attitudes
account
and once this
as much
engaged,
next
this
earn
respondents'
and dislikes
on taking
the
others
that
attitudes.
likes
in
revealed
and-disliked
26
was important
of these
For the
were
the
to
widowed
with
found
intrinsic
by
and
said
for
or,
the
first
regularly.
Reeves
and Kynaston
hours
interest
that
needed
a home.
salary
considered
possibly
may be assumed that
been apparent
liked
for
save
and widowed,
in
The interest
were
to
order
Secretaries
put
fact
earners,
and it
secretaries
the
interesting
over
status.
and married
may be due to
responsibilities,
see their
had not
single
salary
engaged,
primary
consideration,
domestic
or
usually
divorced
married,
marital
are
in
as possible
with
divorced,
the
while
to
accorded
be associated
widowed,
either
concern,
a major
in
to
importance
the
level,
assumed
importance.
greater
27
Daniel
probably
pointed
attracted
dependent
were
all
individual.
be
to
The
the
interesting,
that
time'
XII.
of
work
for
indicate
the
the
that
were
to
asked
a range
'very
proportion
they
whether
levels
of
dull
all
did
find
6
found
varying
the
Interesting
work
between
'very
The
in
e. J-L
55
49
26'
17
5
boring
5
4
1
11...
I
100
100
time
the
time
with
dull
of
patches
iZ-..
t. i., WC
28
(n=170)
exhibited
the
than
Dale
said
their
of
the
in
these
question
response
Whereas
reported.
work was either
time,
two
68 per
cent
categories.
from
of
job
cent
higher
the
satisfaction.
was even higher
secretaries
of his
male
or
interesting
secretaries
283
he found
clerks,
interesting
London
A still
male
degree
58 per
very
of
of
high
a relatively
favourable
(n=73)
1--
this
asked
6).
work
100
However,
XII.
52
bUC
When Dale
(Table
45
rather
ßn1
show
replies
interesting
work
interesting
24
Mostly
replies
likely
16
the
all
interesting
UU. LL
is
NAPS
Fairly
very
that
NAPS
most
7t
and
their
time'.
their
Interest
interesting
ß_.
job,
this
(n=515)
" T_-_
while
particular
LONDON
Very
them
secretaries.
using
a high
Table
leave
work
work
Secretaries
the
to
findings
their
of
satisfied
them
context
present
aspects
a job,
encouraged
on the
for
case
in
Interest
all
and
different
towards
people
a job,
performing
that
out
rated
proportion
clerks
their
of
had
most
jobs
IQPS and
NAPS did
It
find
degree
It
been
has already
by those
fully
who were
to bear
no relationship
numbers
of bosses
Reasons
for
examining
(Appendix
1,
be applied
to
sample
than
older
the
relative
jobs
that
for
jobs
seek
and
work.
found
were
larger
levels
their
to be more
organisations,
and
of management,
in
Interest
education,
whom a secretary
worked.
however,
work,
to
pay,
or to
seemed
the
of
job
secretaries
23f).
former
jobs
thus
who were
in
central
one large
their
total
gave
for
having
left
jobs
this
could
only
Obviously
10 per
excluding
in
still
may be gauged by
satisfaction
London
organisation
secretarial
of
the
jobs.
first
their
cent
complained
that
stating
staff
a high
of
changed
turnover
as many
within
Younger women tend to change jobs more frequently
29
in central
London may simply
women so turnover
reflect
youth
in
as single
certainly
that
their
NAPS
of
in
both
secretaries
of
no.
of
Members
involvement
of
in
highest
question
among secretaries,
as two-thirds
interest
levels
placing
jobs
reasons
Some employers
one year.
to
dimension
the
most
occupied.
for
leaving
Another
level
indicated
the
respectively
categories.
working
for
who worked
cent
top
that
of
by secretaries
"by. those
London
two
appear
a considerable
interesting
found
the
a remarkable
thus
would
94 per
and
in
showed
particular
work.
cent
interest
job's
their
in
79 per
so,
not
of
central
the
secretaries
London
30
women so the
confined
to
men were
problem
women office
284
of
One study,
working
there.
almost
as likely
turnover
workers.
in
the
to
move
area
is
however,
Analysis
jobs
former
at
in
stages
more frequently
London
the
for
the
stage
year,
or
in
had left
why they
figures
are
or temporary
their
in
jobs
accounted
for
some time
such
14 per
were
which
either
cent
of
a job
cent
which
could
not
be'
jobs
these
occupations
work,
student
the
of
in
alternative
or
all
reasons
Included
could
of
firstly
were
the
of
7).
as au pair
23 per
performed
did
once
but
XII.
by
given
irrespective
career,
outline
their
changed
reasons
jobs,
individual
(Table
secretaries
the
left
were
respondents
some had
former
a general
by secretaries;
been held
left
jobs
situations
All
their
work,
that
and
others.
having
their
fact
having
for
secretaries
careers,
obtain
as office
classified
these
to
order
by
given
by the
than
secretaries
summed,
at
reasons
was complicated
different
jobs
the
of
which
and
had formerly
had
all
secretaries
not
be considered
as
work.
office
XII.
Table
Reasons
7
for
left
London
former
having
secretaries
jobs
numbers
reasons
220
To travel
or move
Extrinsic
factors
(pay,
Intrinsic
factors
(boredom,
no promotion,
Family,
parents
domestic,
marriage,
children,
Improvement',
Promotion,
Firm
betterment,
hours,
etc.
experience,
)
193
etc.
)
188
health,
120
120
ambition
transfer
or
organisation
Relations
at work
101
(closed,
moved,
merged,
etc.
)
89
53
V
285
of
Table
important
7 suggests
XII.
included
move'
of
residence
work.
However,
that
said
and
short
men feel
to
terms
with
valuable
to
restrictive
responsibilities
of
many secretaries
have left
to
that
the
get
of
sample
the
most out
This
them.
is
supported
horizons
while
to
to
to
take
that
in
central
London
had the
life
this
joyless
that
leads
one to
every
opportunity
21 per
cent
of
the
had moved to
to
presumably
(Appendix
opportunity
are
overtake
finding
there,
leaving
The fact
travel
this
31
'see
responsibilities
a job
into
a fairly
between
'
to
Venables
they
by the
find
they
that
changing
place
and somewhat
wish
before
their
adult
of
and
jobs
as boys
working
in. order
realities
inevitable
their
with
between
years
and parenthood.
life
of
secretaries
capital
their
marriage
or
put
Ethel
interlude
as well
girls
reasons
'the
missed',
travel
another
travel'.
the
and the
childhood
believe
be
of
that
a never-to-be-repeated
as
period
number
many young
to
a very
jobs,
changed
or moving
as 'to
simply
'to
moved house
when husbands
a considerable
coming
too
and
daughters
where
is
mobility
The category
at marriage,
were stated
category
geographical
turnover.
husbands
with
a place
school
job
situations
wives
parents,
--has
,
in
factor
that
enlarge
1,
question
which
included
no-53).
After
all
travel
of work
conditions
problems,
and moving
followed
closely
boredom,
lack
category
covering
another
or status
of
way of
of
such
prospects,
as pay,
hours,
by intrinsic
lack
'improvement,
describing
factors,
came extrinsic
of
offices
factors
an improvement
286
in
travelling
including
responsibility
betterment'
employer.
or
and so on.
etc.
may have been
pay,
or
responsibility,
The
It
of
group
have
might
been
left
women
jobs
their
family
considerations.
That
highly
among
in
the
secretaries
who have
the
the
dissatisfaction
of
may be
more
Those
their
or
by
secretaries
Hence
homes.
had children
or
explained
left
women who either
the
to work
returned
offices
disliked,
companionship
their
left
usually
alternative
were
and if
good,
cent)
due to
social
a particular
in
can be found
pleasure
and the
may be that
It
of
few (5 per
very
jobs
their
proportion
at work
bosses,
relationships.
are
a high
although
both
having
work
with
relationships'in
is
to
figure
not
any
domestic
to
force.
nearer
that
note
had with
for
given
reasons
person
London
those
enjoyed
they
good relationship
of
work
to
eminently
secretaries
did
work
when they
interesting
is
factor
why
reason
homes.
their
to
It
force
work
secretarial
to
main
related
central
include
does not
this
the.
be
would
secretarial
tend
families
sample
nearer
the
of
composition
that
expected
the
company
others.
and then
to
moving
or move.
jobs
their
may be interpreted
for
1,
to
question
leaving
factors
either
as a desire
287
were
her
through
progressed
second
desire
or better
to
It
for
improvement,
increasingly
career.
gave travelling
experience
was found
as the
themselves,
and subsequent
in
stage
factors
by the
Extrinsic
the
23).
no.
gave extrinsic
improve
to
related
More secretaries
advanced.
as reasons
were
followed
as a secretary
Fewer had left
career
jobs
leaving,
for
travel
important
their
first
their
reasons
primary
less
in
those
jobs
left
(Appendix
careers
respondents'
that
having
for
Reasons
jobs,
as
and
which
as much of
the
world
married
getting
were
important
an increasingly
jobs
as they
in
part
Where secretaries
they
said
played
to
secretaries
their
tended
such movement
factors
encouraging
had left
more
residence.
intrinsic
through
that
simply
or
moving
with
progressed
had been promoted,
down,
and consequently
dissatisfaction
Conversely,
their
settling
before
as possible
leave
careers.
jobs
their
to
occur
because
in
early
they
their
e
This
careers.
in
work
their
more junior
in
In
at the
initial
pointed
out
were
not
so on,
that
were
factors,
over
but
for
has been
of
has occurred
jobs,
the
be of
not
in
(Table
comparison
very
those
with
over
the
clerks,
XII.
reason
8),
and
why
for
leaving
extrinsic
and promotion.
little
difference
who left
their
the
over
first
or
years,
288
however,
in
years
second
jobs
A considerable
factors.
extrinsic
the
in
the
be
jobs
reasons
of
ages
should
typists,
types
why
1950,
first
their
necessarily
Three
it
in
to
similar
However,
respondents
the
reasons
a) before
would
careers.
are
the
1960 and 1969,
shorthand-typists,
factors
dissatisfaction
change
their
jobs.
their
intrinsic
proportions
respondents
in
as opposed
some of
and c) between
figures
selected
There
the
many of
these
left
secretaries
jobs
of
secretaries
hence
had gained
any changes
recently,
and second
made that
stages
had been
was made of
first
their
being
assumption
begun
as shorthand-typists;
as soon as they
jobs
had left
1950 and 1959,
between
there
see whether
left
secretaries
example
occurred
a comparison
years,
for
having
skills.
why respondents
reasons
former
secretary
basic
to
order
by many secretaries
capacities,
to
promotion
experience
b)
can be explained
proportions
Table
8
XII.
Reasons for
in different
leaving
years
first
and second
(London secretaries)
jobs
lst
jobs
2nd jobs
Percentage
jobs:
first
leaving
leaving
Percentage
second jobs:
their
their
Before
1950
(n=71)
19501959
(n=77)
19601969
(n=287)
Before
1950-
1960-
1950
1959
1969
Extrinsic
factors
21
19
18
10
11
12;
Intrinsic
factors
1
10
14
-
7
9
9
12
4
7
8
62
56
86
75
71
(so
Promoted
described)
4+
Other reasons
(e. g. travel,
domestic)
74
100
100
first
their
who left
intrinsic
factors
in
jobs
changing
pattern
were
the
1960s
with
they
other
hand,
secretaries'
because
jobs,
routine
many secretaries
for
secretary's
interest,
up with
instance
job
variety
were
as
was
or
in
jobs
work.
began
their
of
satisfying
responsibility.
289
job
another
the
so as
that
On
elsewhere.
become less
of the
explanation
the
who changed
expectations
actually
in
those
expectations
when these
careers
shorthand-typists,
a means
in
with
This
work.
proportion
-Another
did
years
their
may have
a greater
more of
earlier
of
100
dissatisfaction
of
by a rise
sought
instance,
for
aspect
rewarding;
fulfilled
taken
this
be explained
could
because
to
100
100
Considerably
as compared
not
if,
jobs
work.
be intrinsically
should
rewarding,
is
their
discontent
of
100
and second
of
the
a result
a job
(n=21+0)
for
Reasons
leaving:
their
(n=514)
(n=1+9)
working
may be that
more mundane
to
progression
demand
for
a
greater
day
That
the
that
observation
promoted
from
difference
is
place
their
the
has led
to
tended
in
be borne
different
to
things
to
more responsible
secretarial
junior
to
it
jobs,
they
no. 57)"
likelihood
of
57 per
cent
69 per
twenties,
or
figures
are
were
jobs.
intended
leaving
to
in
their
intending
to
It
should
different
from
to
responsible
from
working
for
what
factors
would
leave,
be married,
leave
the
in
remain
her
59 per
a
a more
( (1,3
these
were
found
secretaries
three
spontaneously
or to
have
290
a baby.
cent
jobs.
their
in
their
who were
These
= 13.38,
d. f.
to
the
job;
those
of
1,
was
greater
present
cent
in
remain
present
(Appendix
82
and
per
thirties
cent)
their
plans
secretary,
to
(9 per
to
future
significant
Although
to
or
their
the
older
statistically
secretaries
their
why they
cent
promote
mean promotion
a less
sample
under-twenties,
were
over,
Forty-four
leave
the
to
may have meant
ascertained
about
intending
her
of
be
London
the
The
an increasing
employers
could
1960s
individual.
asked
all
from
or
position,
not
in
were
question
forty
could
secretaries
prompt
It
the
positions.
promotion
secretary,
a more senior
Although
that
the
that
during
may be because
secretaries.
shorthand-typist
be promoted
for
were
although
does appear
more junior
from
however,
mind,
it
incentive
a greater
first,
by
confirmed
they
said
their
to
This
case.
to be secretaries
persons
than
is
a career
secretaries
However,
striking.
not
was formerly
shortage
jobs
second
in
early
fewer
rather
more secretaries
slightly
than
takes
promotion
P<, o. ol).
be intending
were
not
stated
to
asked
that
The majority
they
of
intending
leavers,
they
were
representative
they
earned.
and what
work,
job,
their
intention
have
mentioned
their
would
they
any
did
followed
with
were
second
half
that
of
who were
the
of
disliked
they
had too
busy,
kept
not
to
jobs,
they
or who had insufficient
they
stated
it
examined,
in
ahead of
interest
first
in
in
sample
likely,
present
jobs,
therefore,
the
more intrinsically
with
responsibility
important
or
leavers
five
the
first
compared
leavers
that
intention
put
with
interest
among those
to
rewarding
more money.
291
coming
again
leavers
general
twice
approximately
in
first
more intending
than
of
mentioning-salary.
was promotion,
importance
out
put
in
them
to
twenty-nine
only
Far
salary.
as many prospective
is
job
importance
interest
had put
that
intending
whereas
be
would
was found
of
order
had done;
secretaries
of
order
interest
an
find
over
complaining
duties',
to
Well
pay.
number
'interesting
their
of
their
their
a new
found
features
factors
importance
It
in
seeking
were
intrinsic
of
six
salaries
some explanation
mention
(two-thirds)
times
in
secretaries
extrinsic
forty-four
whole
five
the
of
disliking
as
important
provided
twenties;
their
terms
mentioned
by those
full,
factors
When the
Placed
in
group
most
Only
highest
the
whole
had
in
women
of promotion.
no prospects
a new job
if
see
concerned
work,
single
consider
leave.
the
used to
not
to
changers
work,
much routine
were
they
were
job
the
they
disliking
of which
intending
in
factors
to
were
of
The
examined
were
none
however,
put
sample
as many of
salary.
above
who planned
was prompted
work,
rather
than
the
almost
salary,
leave
of
to
leave
by a desire
to
obtain
together
Considering
to
relating
the
job
satisfaction,
importance
relative
did
Not only
and complaint
these
in
in
they
this
are
factors
their
the
particular
most
upon
constitute
present
jobs,
a new job.
important
group
to
responses
all
intrinsic
the
they
It
292
questions
emerges,
factors
were
of
primary
can therefore
women.
of
is
that
of work.
source
greatest
determinants
of working
the
feature
a striking
placed
sought
when secretaries
that
the
job
of
pleasure
importance
be concluded
satisfaction
REFERENCES
CHAPTER XII
'Job
Mumford,
Enid,
Satisfaction
Sociological
Review,
an Old Theory',
1.
2.
Maslow,
3.
Herzberg,
A. H.,
F.
Motivation
et
and
The
al.,
New Approach
Derived
from
-a
Vol'. 18, no. l,
March 1970,
p. 71.
Personality,
Motivation
Harper,
to
Work,
John
New York,
Wiley,
York, 1959.
1958.
New
4.
Wolf,
'Need Gratification
Martin
G.,
Theory:
a Theoretical
Reformulation
of Job Satisfaction/Dissatisfaction
and Job Motivation',
Psychology,
Journal
Vol. 54, no. 1,1970,
87-94.
of Applied
pp.
5. Centers,
Richard
Daphne E.,
'Intrinsic
and Bugental,
and
Extrinsic
Job Motivations
Segments of the Working
among Different
Journal
Population',
Psychology,
Vol-50,
of Applied
no. 3,1966,
pp. 193-7.
6. Wanous,
John P.,
and Lawler,
Meaning of Job Satisfaction,
PP"95-105.
no. 2,1972,
Edward
Journal
E.
III,
'Measurement
of Applied
Psychology,
'Needs and Need Satisfaction
7. Beer, Michael,
Workers in Complex and Routine
Jobs',
Personnel
Vol. 21,1968,
pp. 209-222.
8. Hulin,
Charles
in Job Satisfaction',
1964, pp. 88-92.
9.
Centers
L.,
Patricia
and Smith,
Journal
of Applied
and Bugental,
among Clerical
Psychology,
'Sex
Cain,
Psychology,
C. C., 'The Structure
Journal
of Industrial
of
Thomas R. and Karras,
11. Williamson,
Edward J.,
Variables
Journal
among Female Clerical"Workers',
Vol. 51, no. 1+, 1970, pp. 313-31+6.
Psychology,
Centers
13.
Beer,
and Bugental,
(above),
(above),
Differences
Vol. 148, no. 2,
the Work Needs
Relations,
Vol. VIII,
'Job
Satisfaction
of Applied
p. 196.
p. 215.
R. G., Typing
14. Stansfield,
Work, unpublished
manuscript,
Nancy
15. Morse,
Center,
Research
Vol. 56,
(above).
Ray and Ridgway,
10. Wild,
British
of Female Workers',
pp. 94-9.
no. 1,1970,
12.
and
Pools:
1946.
Satisfactions
C.,
University
of
a Study
in
Satisfactions
in the White
Collar
4.
Michigan,
1953,
p.
293
Job,
in
Survey.
16. Goldthorpe,
Attitudes
and
17.
J. H.,
et
Behaviour,
(above),
Morse,
The
al.,
Cambridge
Social
20. Homans, G. C.,
1962, p. 79.
Paul,
21.
16
22.
Maizels,
Wild
Needs
Survey,
(above),
and Ridgway,
25.
Transition
Leavers,
and Activities,
p. 11.
from
School
HMSO, 1968,
Routledge
and Kegan
p. 210.
(above),
in
p. 97.
the
Civil
Service,
Marks Bureau, Job Attraction:
24. Alfred
Office
in
Staff
Factors
which Motivate
Vv
the
and
Young. School
Sentiments
Morale
Nigel,
23. Walker,
1961, pp-174-5Press,
iJ
Worker:
Industrial
Press,
1968,
61-2.
pp.
Joan,
Adolescent
18. Maizels,
Press,
Athlone
1970.
to Work,
19. Gbvernment
p. 140.
Affluent
University
Cambridge
University
into the
An Investigation
Choosing Employment,
April,
.
Ibid.
'Explaining
Christine
Reeves,
T. P.,
26. Edwards,
and Kynaston
A Study
to Work:
Workers',
Attitudes
of Confectionery
paper
Conference,
Joint
The Behavioural
Sciences
and
at the Third
December,
Research,
1971.
Operational
27. Daniel,
23rd March,
'What
W.W.,
1972.
28. Dale, J. R. The Clerk
1962, p. 24.
Viola,
29. Klein,
1965,
Kegan Paul,
30. Location
Paper no. 1,
31. Venables,
Press,
1968,
Interests
in
Britain's
p. 118.
of Offices
49.
p.
Ethel,
p. 39"
a Worker? ',
Industry,
Married
Bureau,
Leaving
School
New Society,
Liverpool
Collar
29h
Routledge
Commuters,
and Starting
C,
Press,
University
Women Workers,
White
given
Work,
and
LOB Research
Pergamon
CHAPTER XIII
PROMOTION AND OCCUPATIONAL MOBILITY
A secretary's
for
her
of
for
in
is
has been
for
many years
types
other
'The hope of
women it
involved
clerical
occupations,
to
ambition
to
perhaps
job
do most
than
"there
adage
old
is
peculiarly
'That
is
there
be denied,
a future
independence
thought
to
of
to
295
secretaryship
an independent
or
the
room at
of
top
(1933).
girl
4
of
(1928).
'
work.
advancement
into
close
(1930).
3
touch
women in secretarial
and every
'
the
of
secretarial
positions'
and an interesting
possibilities.
top
many
To a few women
is brought
for
the
an executive
chances
important
however,
achieve
its
offers
secretary
men and women in
to
a private
plenty
applicable
work
because the private
is
For
group.
rise
the
been one of
bureau.
hope of becoming
1
(1929).
'
woman.
tree"
cannot
prospects.
career
a secretary's
clerical
stenographic
'Secretarial
with
an
a secretary's
has always
has meant the
'The
the
the
of
the
the
head of
business
or not
advancement
advancement
possessions
cherished
it
is
employment.
of
or the
it
of promotion
that
for
position
leaving
her
long-term
provides
the
reaching
as to
whether
which
said
her
The likelihood
women more opportunities
offers
to
to
given
opportunities
as well
determining
an occupation
It
place
work.
in
factor
on the
may apply
first
the
more responsible
important
job
This
promotion.
secretary
depends
career
is
who
career
work
anxious
should
to
give
2
Today,
for
job
is
for
ambitious
of
Strathclyde
best
the
many,
the
entry
into
(Chapter
management
V) is
while
designed
opportunities
arise.
that
opportunities
for
equal
industry
and
means of
acceptable
For men,
or been
sought,
the
towards
promotion
study
in, recent
quite
apart
work
has been
there
As a result,
years
from
the
has pointed
out
that
take
into
'women's
as lacking
in
segregated
treated
levels:
to
environment
unsuitable
to be in
encouraged
not
7
authority
merely
to
that
to
over
not
'Study
after
jobs,
top
for
pay,
and as
and trained
conditions
education
to be
tend
work
tend
skilled
by unequal
their
these
accept
in
promotion.
by their
they
men,
often
for
training
devalued
commitment
have
to
be motivated
work',
promotion
women generally,
promotion
them;
positions.
indifference
of
all
to
a traditional
they
of
them.
many women were
an attitude
same chances
only
to
opportunities
of
commerce
the
that
of women at
as men nor
or promotion
Since
need,
any question
to be offered
or work
to
in
managerial
temporarily,
only
expected
been
has meant
improved.
market
employment
recognizes
also
available
into
offices
them to
qualifying
often
management
especially
men have
for
prospects
not
mobility
still
women to
enable
It
has always
work
56
into
women
of
The influx
the
clerical
upward
means of
to
entry
to
women exist
is
job
a secretary's
positions
University
the
at
the, same time
at
a secretary's
executive
or
course
move up when the
until
that
persists
The degree
women.
become secretaries
feeling
and
but
to
think
them right'.
It
made the
is
difficult
step
from
to
how many women have
assess
secretary
into
296
executive.
in
fact
An investigation
of women executives
carried
8
Commerce in 1966 found that
had begun
executives
those
who were working
having
and publishing
that
suggested
to a capable
for
study
10.3
in
widened
jobs
such
first
men would
race
vital
have
by the
secretary.
for
via
girls,
it
that
the
time
11
1968,
would
in. fact
years.
in
the
et
297
management
or
sale
previously,
the
proportion
had fallen.
work
study,
In
to
attempting
'They
as secretaries.
partly
be wasted,
watershed
a large
women executives
graduates,
woman had emerged
'
al.
holding
that
be a handicap,
first
been
as secretaries
a company would
the
college',
fact
BBC, Fogarty
had meant
by entering
a young
commercial
management/production
particularly
gone past
and directional
managerial
10
secretarial
in
that
reported
common some years
entry
to
or cannot afford
9
had entered
entering
advertising
an opportunity
offer
women interviewed
six
in
of
The report
them had in
In the
positions
achieve-senior
thought
in
many of
organisation
against
in
women
half
over
or
way.
a 'secretarial,
way had been
international
advised
.
positions,
this
this
all
of
secretaries
Hunt,
twenty-two
opportunities
entering
in
Chamber of
with
training'may
one time.
Although
ladder
as secretaries,
'
that
the
of
or production
clerks.
a third
of women working
at
that
found
under
started
had attended
secretaries
just
who does not want,
girl
may indicate
which
London
a secretarial
cent
per
by the
as company
a profession.
capacities
the
work
out
in
from
the
being
because
and young
promotion
a
An attempt
was made in
discover
whether
whether
promotion
whether
opportunities
features
In terms
of
the
long
it
from
or
is
a 'dead
the
People
offices.
typists,
to
or
the
future;
to
them.
position,
and having
summit
of
a
women beginning
with
Many employers
The blame
for
this
this
means to
for
encouraging
awarding
enhance
'real'
a secretary
the
in
latter's
secretaries
the
to
were
298
be
not;
and d)
of
the
those
misrepresentation.
secretaries,
applicants;
At
calling
of
of
a)
were
levels
prestige.
to
said
are
guilty
situation;
lower
has meant
London
among,
job
'as 'status
proportion
were
such when they
attract
now called
shorthand-typists.
a large
London
called
described
central
say,
was
were
jobs
was apportioned
themselves
agencies,
in
that
maintained
as secretaries
clerks,
name
Both
same.
formerly
has been
than,
the
the
on the. way this
applicants,
rather
by altering
work
even
which
attract
secretaries
using
it
who were
The demand situation
order
for
actual
remarked
a situation
secretaries,
12
drift'.
calling
job
office
may be achieved
keeping
while
in
for
past;
the
a central
job,
end'
the
important
most
is
promotion;
in
them
hold
promotion;
and employers
employed
were
a more junior
promotion
shorthand-typists,
open to
to
to
as secretaries?
job
in
it
in
by them in
do secretaries
career.;
happening
scale,
promotion
further
secretaries
to
available
of
the
for
were
prospect
Apparent
that
achieved
career,
reached
and ending
of
had been
of
investigation
present
were. interested
secretaries
and what
having
the
b)
employers,
c)
employment
large
organisations,
in
management
other
themselves
end
and
of
the
being
order
PAGE
NUMBERS
CUT OFF
IN
ORIGINAL
called,
personal
in
order
part
in
assistants,
to
the
maintain
former
differential.
The employers
the
consequently
to
be handed
could
questionnaires
left
who took
the
decision
It
a few cases
this
these
appeared
to
to hurt
the
not
employer
who might
did
not
consider
think'she
when asked
question
simply
calling
'private
to
give
no-23a)
called
secretary'
shorthand-typist',
gave
themselves
themselves
to
they
feelings.
a wide
of
range
secretaries,
'personal
and 3 percent
(none was used by more than
five
Administrative
assistant
Assistant
personnel
officer
Assistant
Aadio-secretary
Audio-typist
Bi-lingual
secretary
Branch secretary
Clerk
Clerical
officer.
Clerk typist
Copy typist
Dental
secretary
Junior
secretary
Medical
secretary
Supervisor
Personal
assistant/other
category
Parliamentary
secretary
Secretarial
assistant,
assistant
Senior secretary
Senior typist
Secretary/other
category
Secretary
receptionist
most
on the
or
part
London
positions
they
held
another
assistant',
secretary',
# per
assistant'.
secretaries)
were:
sample,
(Appendix
1,
cent
6 per
cent
5 per
cent
cent
'personal
secretary
employer
65 per
designations;
with
the
shorthand-typist
central
of
of
of
the
in
was
in
that
the
Respondents
the
II
even though
a secretary,
title
Chapter
a typist
of
employed,
a secretary
definition;
an attempt
'secretary/personal
or
of
problems
represent
herself
the
in
if
asked
were
any secretaries
was explained
gave rise
was.
survey
as to who was or was not
employer.
cases
to
this
'secretary/
Other
titles
Secretary/translator
Secretary/typist
Trainee
secretary
Typist
in
Bearing
same jobs
to
that
mind
by different
be handed
employers
in
and that
names,
'secretaries'
to
and employees
employers
allowing
the
call
might
questionnaires
the
recognised
ambiguities
it was reassuring
in both function
and title,
to find that most
Y>.
in terming
themselves
agreed with their
employers
secretaries
as
however,
such.
There
central
London who either
to
their
were,
title,
or
job
The other.
job
employers
of
them in
that
added the
it
titles
appeared
used
job
to
job.
It
shorthand-typing,
be working
would
a 'personal'
who is
expected
a 'senior
secretary'
would
there
were
junior
secretaries
confirmed
by looking
positions.
Hence,
while
that
recognising
which
its
other
the
status
hand,
the
respondent
to
job
the
or
to
titles
titles
'secretary'.
word
be expected
would
instance,
for
be expected
'private'
deal
to
do mainly,
secretary
of
in
may also
was communicating
investigator.
300
the
is
this
where
so was
holding
those
for
would
a situation
such
some employers,
changed,
applicants
would
some correspondence,
way in. which
have been
given
with
That
content
in
differences
a means by which
be employed
may be the
when seeking
at pre-selection
the
it
denote
what
as well.
the
at
the
a 'secretary/receptionist'
that
for aye person,
assistant'
be anticipated,
might
be a receptionist
while
to
applicants
'secretary/shorthand-typist'
that
of
for
entirely
in
respondents
'personal
and may have been
communicated
their
cent
term
substituted
and status,
function
some 9 per
make some attempt
On
positions.
have been
nature
of
a means by
her
job
or
Despite
'clerk',
may have
themselves
their
non-secretarial
job
the
were
jobs
doing
which
assistant'
(only
earnings
than
very
in
'personal
but
and earning
than
average
that
for
for
range
more,
more than
of
term
compensatory
one person
that
they
years)
received
to
held
'personal
by those
expressing
seniority
status,
assistant'
if
they
had a low status.
301
significantly
by London
the
title
bosses,
by their
rather
so it
p. a.
*their
not
were
confirmed
only,
higher
related
be adopted
one person
possibly
salaries
However,
Surprisingly,
arid,
£1,400
known whether
not
older
more than
with
than
were
considerably
earning
boss.
have been
as a means of
for
found
half
them
of
by others.
as 'personal
responsibilities
is
most
jobs
job-content,
of
appears
worked
some the
acquiring
of
would
it
their
analysis
their
of management,
general.
so,
over
that
twenty-five
they
age,
It
responsibility.
additional
of
the
than
terms
assistant'
assuming
it-was
well
in
from
name of
by calling
although
'secretary'
entitled
less
status
responsibilities,
secretaries
indicated
levels
all
the
much to
different
employees
average,
for
They worked
these
were
employers
own status
'secretary'
their
of
fact
workers
two being
as a consequence
their
enhance
investigated,
were
In
office
who gave the
When those
average
of
content
'copy-typist'
demonstrate.
to
as
as self-descriptions
'clerk-typist',
tended
not
were
as was anticipated,
and 'telephonist'
'typist'
many respondents
titles
'audio-typist',
like
of
their
about
sensitive
fears,
employers'
is
who were
than
rather
fewer
older
them
of
a possibility
may have been a means
considered
that
working
Members
of
Secretaries
been
'private'
two
only
5 per
this
,
way,
IQPS
and
23 per
2 per
cent
of
IQPS
and
3 per
in
are
Since
job
of
between
more likely
than
rather
what
to
represent
lives
respondents
question
started,
first
7 per
job
Irrespective
of
of
cent
23 per
as junior
cent
began
or trainee
their
titles
themselves,
in which
cent
as secretaries,
302
in
(Appendix
jobs
and 3 per
secretaries.
name
working
the
1,
respondents
had entered
secretaries
11 per
as clerks,
the
did.
they
year
London
all
assistant'.
that
called
first
the
as shorthand-typists,
7 per
workers;
cent
about
cent
jobs
their
asked
33 per
work,
clerk-typists,
office
were
however,
the
'personal'
terms
The difference
had started
secretaries
between
to'enhance
secretaries
the
called
employers
no. 23).
what
to
similar
by a different
own ends.
does suggest,
groups
to
cent
'personal
is
did
members
of
4 per
the
term
it
calling
their
the
To see how most
the
in
NAPS referred
differences
organisations
secretary,
seem to be defeating
response
use of
Whereas
NAPS members
were
use of
of
themselves
and
so the
or
names
case.
cent
figures
an increased
to
the
of
8 per
two
sample,
aims of both
the
of the
would
their
latter
and a decreased
one of
status
London
the
cent
while
of
of
cent
assistant'
These
due mainly
'private'.
were
assistant'
'secretary/personal
found
groups
and
as
'personal'
to
referred.
of
secretary'.
those
secretaries
as
the
was
cent
entitled
'senior
this
22 per
'personal
jobs
a reflection
indeed
and
Secretaries)
Personal
of
Private
Qualified
of
their
entitle
oftenjas
London
of
cent
themselves
were
more
Institute
Association
to
organisations,
only
so.
and
expected
secretary
their
NAPS (The
National
the
and
have
might
IQPS
as typists
cent
or
as general
with
a further
The remaining
16 per
cent
in
began work
in
the
job
their
of
of
some upward
title,
clerks,
13
Maizels
found
typists.
take
and in
fact,
was the
girl
$ighly
it
up,
than
mobility
to
a private
of
mobility.
In
now than
held
any other
order
in
to
the
(Table
categories
the
Although
tentative,
related
it
to
their
the
the
in
up
degree
institution
to
first
jobs
titles
in which
year
Selecting
emerged.
careers
more upward
movement
a training
the
over
followed
many more secretaries
of
the
jobs
five
job
typist,
shorthand-typists,
'changes
were
can be seen
years
these
clerk
different
and
in
the
occupational
XIIIl)
numbers
who began work
can be seen that
increased
as secretaries
proportion
ý,
( j).
subjective
impressions
those
were
who began
proportions
girls,
that
from
as a secretary,
worker,
office
general
promotion
a considerable
proposition
life
secretary,
only,
of
careers
such
For
trends
intended
who
who had achieved
come straight
past
Some, interesting
categories
leavers'
working
shorthand-
or
chances
position-represents
the
their
workers
their
school
group.
begun
in
least
at
school-leavers
workers
examine
working
office
assessed
office
many secretaries
mobility,
having
girl
when the
by respondents
began.
life
that
secretarial:
their
begin
general
work
up clerical
half
over
as typists,
life
Hence,
capacities.
had achieved
sample
terms
to
a variety
4d.
who began work
f.,
the
in
= 13.67,
of both
before
proportion
the
late
P<0-01),
secretaries
as shorthand-typists
303
1950 make comparisons
who began
their
working
1960s by a significant
confirming
and employers.
significantly
the
Conversely,
diminished
XIII.
Table
1
Changes
in
for
Before
1940-
jobs over the
first
London sec retaries
1940
1949
(n=43) (n=32)
"
years
1950-
1960-
1959
(n=78)
1964
1969
(n=140)(n=199)
1965-
9
6
10
14
24
44
41
50
34
25
Typist
.,
14
9
6
4
3
Clerk
12
9
8
11
3
-
6
1
5
3
21
29
25
32
42
100
100
100
100
100
Secretary
Shorthand-typist
General
work
office
jobs
Other
the
by about
4 d. f.,
1960s
that
= 17.56,
shorthand-typists
themselves
secretaries
even
for
however,
uncommon,
the
before
considerably
from
1965
some women
World
Second
of
nevertheless
work
times.
all
as a shorthand-typist
The pattern
pre-war
or
clerks,
to
have
for
years,
possibly
a knowledge
typists
relatively
because
of
is
It
to
It
begin
therefore,
probable,
likely
more
onwards.
late
and the
early
to
was
work
be
obviously
as
calling
not
secretaries
War.
has
as shorthand-typists
constituted
who became secretaries,
those
worked
the
at
the
P<0.01).
were
The number who began
but
between
same proportion
a substantial
the
although
decreased
and clerks
after
most
shorthand
employers
as well.
304
who first
1950s.
was similar;
few secretaries
proportion
proportion
the
except
started
required
There
fluctuated,
for
as typists
their
secretaries
was an increase
in
the
who began
proportion
encouraged
shortages
staff
that
meant
clerks
is
shorthand
to
use
longer
no
in
early
employers
An increasing
work.
clerical
as
of
the
promote
dictating
perhaps
from
easily
more
has
machines
indispensible
an
1960s;
also
for
skill
a
secretary.
Social
some relationship
XIII.
I
(n=59)
job
first
2).
Social
First
the
to
jobs held by London secretaries
First
to fathe r's occupation
according
when
(social
the secret ary was aged twelve
class)
2
XIII.
Table
bear
(Table
by secretaries
held
'jobs
to
appears
class
class
II
IIInm
Ihm
IV and V
20 )
15 )
10 )
7)
(n=161+)
(n=66)
(n=30)
(n=117)
title:
22 )
Secretary
Personal
)
29
)
or private
secretary
7)
3
Secretary/shorthandtypist
5
4
Junior
2
)
23
)
15
11
-
1
-
5
6
5
13
27
29
44
42
30
Typist
5
2
6
9
7
Clerk-typist
-
3
3
2
3
Clerk
54
12
S
23
secretary
Shorthand-typist
General
jobs
Other
the
With
the
52337
work
office
greatest
majority
considerably
group did so.
22
28
11
19
10
100
100
100
100
100
exception
proportion
started
their
more of
)7
of
secretaries
of whom began
careers
those
from
from
work
social
class
as secretaries,
as shorthand-typists,
social
class
III
Those who began work as secretaries
305
I backgrounds,
the
although
than
any other
were much
more likely
because
come from-social
to
they
were
which
colleges
more concerned
or because
backgrounds,
they
have
might
An association
achievement
the
was the
likelihood
Whereas
as secretaries.
began work
did
more likely
were
a third
About
GCE 'A'
per
of
of
Since
have begun
all
respondents
standard
as secretaries.
the
different
stage
employers
and secretaries,
these
of
to
secretaries
of
some experience
the
London
been
features
occupation
they
in
would
the
placed
did
seek
first
or
to
of
backgrounds
more likely
than
these
would
place
such
Chapters
among the
the
same situation;
who have
begin
to
others
women begin
a
at
a
hierarchy.
dispute
the
they
until
Many
right
of
had gained
0
in
promotion
VI and XII;
29 per
first
most
three
and 24 per
as a 'stepping'
306
10
only
the
shown by secretaries
a new job,
than
other
be related,
be a reflection
situation.
in
,
clerks.
so.
tend
themselves
it
levels
The latter
while
employment
in
levels
'0'
with
qualifications
secretarial
interest
'A'
no qualifications.
with
however,
standard,
begun work
with
those
of
discussed
secretaries
having
The careers
work
educational
educational
those
of
of
as shorthand-typists
to
are
call
The considerable
has already
with
or managerial
professional
with
cent
levels
likely
are
the
of
and education
class
social
cent
other
secretarial
at
level
as shorthand-typists,
'A'
with
good educational
work
to
those
two associations
girls
those
of
began work
level
cent
cent
between
respondents
19 per
as secretaries,
6
and
per
so,
30 per
from
an expectation.
such
The higher
may be
girls
to be trained
found
of
This
than
status
tended
was also
jobs.
greater
with
encouraged
and first
I and II.
classes
stone
cent
to
cent
of
important
entered
other
the
jobs.
In
'When
you
1,
in
would
cent
did
answer
fact
had felt
promotion
the
at
high
between
It
fewer
promotion,
promotion
Interest
be related
the
secretary,
by the
married,
appear
that
promotion
the
the
term
they
to
be the
importance
'promotion'
most
were
asked
also
into
them.
was found
The younger
interest
in
in
an interest
of
in
the
promotion
interest,
greatest
and widowed
youngest
were
the
interested
were
secretaries
expressed
an
would
which
they
expressed
status.
declared
divorced
principle
between
interest
their
among London
was the
greater
assumes less
secretaries,
XIII.
age and marital
since
As the
consider
to
in
and among supervisory
said
was expected
promotion
Nevertheless,
that
action
many workers
in
The single
prospects.
and taking
it
felt
importance.
offices
them translated
they
because
jobs
their
leave
was a discrepancy
They had possibly
action.
positive
in
there
promotion
of
to
them,
of
found
Whereas
promotion.
achieve
Table
in
interest
made by
establishes
shop floor,
that
grades,
interest
expressed
to
has been
'yes'.
considerable
concern to
14
in a comparison
elsewhere,
potentially
on the
workers
and technical
in
is
promotion
secretaries.
interest,
London
expressed
decision
usual
prospects?
the
of
asked,
NAPS replied
their
intending
were
promotion
cent
of
job
real
those
showing
in
cent
that
mean
any
secretaries
78 per
84 per
and
was of more than
proportion
least,
that
noted
was
which
to
in
a part
this,
interested
you
necessarily
play
although
IQPS
of
not
it
are
no. 54),
question
88 per
sample,
a job,
for
into
further
enquire
apply
(Appendix
This
to
order
that
followed
order.
more likely
to
It
would
be single,
upon marriage.
different
mean different
which
features
of
promotion
they
(Appendix
l,.
question
no-55)
important
3
307
things
to
might
would
-
'
Table
XIII.
3
important
Most
features
of promotion
LONDON
(n=515)
Placed
- lst
NAPS
IQPS
(n=170)
(n=73)
2nd
lst+
2nd
lst
2nd
lst+
2nd
1st
2nd
lst+
2nd
37
31
68
19
41
60
23
34+
57
5
13
18
8
14
22
10
11+
21+
7
11
18
8
6
14
10
7
17
2
9
11
1
5
6
-
10
10
40
20
60
51
21
72
48
18
66
or employer
3
3
6
7
6
13
3
5
8
Other
4
3
7
6
4
10
1
1
2
No reply
2
10
-
3"
5
11
100
100
100
100
100
100
were
placed
Promotion
features:
y'
Increase
Higher
in
pay
boss
status
Change in
title
Own office
More responsibility
Higher
firm
status
Looking
it
importance,
responsibility
Among the
is
clear
to
be the
London
sample,
may be because
earned
members
more
of
than
IQPS
the
and
which
that
three
all
most
members
London
than
sample,
or
NAPS placed
of
in
among members of
two
a higher
responsibility.
308
may
than
order
of
more
promotion.
pay was considered
IQPS and NAPS.
secretarial
it
in
first
considered
feature
an increase
the
of
groups
important
however,
more important
relatively
This
features
those
at
.
organisations
indicate
usual
that
value
upon
features
When those
in
importance
of
order
an increase
responsibility
more London
in
two most
in
for
factors
The
of
three
secretaries;
Table
tended
4
XIII.
interest
as the
to
in
the
higher
the
sample
and an
cent
-So
responsibility
a higher
next
considered
proportion
importance.
having
emerged
London
most
Taking
boss
status
important
groups.
of
expression
pay
title
a greater
primary
together,
choices
job
in
all
importance
of
second
secretaries.
of
pay above
features,
responsibility
and second
and a change
important
cent
rated
ranked
by 68 per
second
or
secretaries
were
among the
considered,
by 60 per
although
first
which
first
in
increase
an
are
promotion
in pay was put
increase
their
of
assume
pay
was
the
salary
of
as
a feature
in
of
each pay
category
pay
as
important
rating
most
earnings
the
promotion
feature
(London
Number
the
secretary,
Pay as the most important
to earnings
according
Number
to
related
less
(Table
of promotion
sample)
Percentage
promotion
feature
Pay:
Less than
£800 p. a.
L800 - £900 p. a.
12
54
103
k0
39
22-
£1,000
£1,100
-
p. a.
193
78
40
£1,200
- £1,300
p. a.
118
36
30
£1,400
- £1,500
p. a.
47
12
25
23
2
9
More than
(C,
1
£1,500
5 d. f.
p. a.
87,
15-.
=
P(0.01)
309
XIII.
1)
indicates
finding
This
around
the
median
aspect
of
promotion.
it
achieved
that
between
at
secretaries
in
Hence,
to
be
of
once
and
an
level
expected
to
case
a desirable
of
There
concern.
seemed
this
as
pay
is
was
no
however;
responsibility,
levels
salary
diminishes
pay
continuing
earnings
all
a certain
interest
pay),
ceases
association
above
(in
level
increased
value
'responsibility.
higher
was
status
came to
to
interesting
is
It
the
while
1,
3) although
between
5 per
asked
that
felt
(Table
they
it
boss
XIII.
they
No prospects
of promotion
promotion
any
jobs
present
in
secretaries
such
were
their
had no prospects
that
certain
Prospects
5
Most
London
of
promotion;
did
a possibility
had a chance
for
exist,
promotion
5).
of
promotion
in
job
present
IQPS
NAPS
(n=170)
(n=73)
58
53
63
'32
38
26
5
4
5
5
5
6
100
100
100
(o=515)
Not known
status
there
in
them
LONDON
Certain
a higher
felt
they
to
open
thought
one third
cent
them,
Possibility
when
a
may be attributed
this
having
whether
no. 56)..
believed
under
XIII.
XIII.
of
a person
importance
of great
considered
advancement
question
cent)
ahead of
Table
were
of
opportunities
a little
for
working
pay and responsibility.
Respondents
(58 per
that
note
association
expected
(Appendix
not
(Table
promotion
and increased
to
310
The presence
age while,
with
of
possibilities
is
likely
to
in
junior
all
of
ones
were
promotion
6
No promotion
( YL,
for
promotion
promotion
more
likely
to
have
already
to
who felt
management
boss
felt
of
promotion
for
London
they
the
a higher
secretaries
40 and over
(n=66)
30 - 39
(n=55)
20 - 29
(n=336)
82
56
5T
39
40.1T
for
had the
openings
anticipated
status:
were
certain
to
was
'I
that
shall
311
for
associated
probably
had the
they
while
executive
7)
XIII.
promotion
or possible
them.
the
of
status
management,
working
(Table
persons
available
the
Those who felt
operational
least
either
to
related
worked.
and professional
commonly
of
had
they
age
56
were working
Those who foresaw
most
of
1+0 per
Nevertheless,
them.
years
secretaries
younger
many
see
was also
whom secretaries
chances
described
This
P<0.001)
= 20.49,
Perceived
those
that
1+0
or certain
prospects
greatest
6)
to
thirty
Age and prospects
prospects
3 d. f.
person
XIII.
likely
Under 20
(n=42)
promotion
(Table
age
prospects.
XIII.
Possible
had no
more
open
under
secretaries
they
probability
so were
decrease
who stated
with
the
of
older
possible
no promotion
Table
a result
the
any
4achieved
increased
positions
while
ahead,
cent
be
number
to
was found
possibilities
the
conversely,
promotion
were
promotion
The
type
with
move
of
working
from
promotion
for
Director's
a
to
43
tf
m
t-11
4)
10
'tk
co
cli
UN
ö
N
m
Co
w
0
.0
w
0
^
r'i
N
11
ý
O
>ti
a
ý-
rý
0. gi
0 9)
43
m
0
43
to
94
0M
14!
ýv
LI'
L
b-
(n
oi
Co
CJ
qJ
0
u
u
0
N
13-
'1104
0
C)
N
a
02
0
ti
CO
43
0
aý ý
,.
to 00
0
94
a
rq
0
ö
to
u
ä
N
p+
r-1
A
H
cn
H(1)
41
.00
"ý
m
N
ti
w
UN
r-1
°°
ElH
H
H
v
a9.
A
w
4.4
0°0
a
b
Aö
n
v
312
to
secretary
by
achieved
departments.
other
in
secretary
the
'The
shoes',
would
'My boss
a more
boss's
status
'I
will
'I
'I
shall
than
for
(or
women's)
rather
year!
next
'
to be promoted,
when they
be promoted
when mayboss
Partner
soon,
so I shall
Some
is',
be
in
terms
of
other
mentioned:
the
for
one person
Company Secretary
to
company continues
title
factors
only,
Director,
the
and Accountant
increase.
(and possibly
function)
as well.
so my importance
expand
will
secretary
'
'
was anticipated
example:
'I
shall
'I
change
from
to personal
secretary/receptionist
'
secretary.
such
to
moved up a step.
retires
secretary
be working
for
in
A change
senior
were
Manager's
as the
Many hoped
in
elsewhere
when a more senior
men's
shall
Senior
promotion
or by transferring
soon have ny own shorthand-typist.
'As the
by some,
boss
present
boss
status
secretaries
secretary
become the
will
'dead
such
one secretary'.
number
rather
felt
for
Manager's
their
the
that
said
that
said
all
assume more seniority,
Becoming
than
be waiting
for
waiting
were
was
became vacant,
company left,
Senior
It
a higher
with
One secretary
seemed to
Others
the
jobs
for
applying
'
secretary.
same company when they
the
and,
Chairman's
may become a senior
to
become personal
a job
was different
executive
assistants,
in
Nature
L
313
secretary.
indicating
from
'
that
a secretary's:
they
'
might
be
'With
work
secretarial
work
'When
secretary.
'
Increased
pay,
the
The possibility
be
a p. a.
leave
was cited
these
was
my own
doing
still
while
by
as promotion
secretarial
4 per
common;
exist,
or
certain
cent
of
10 per
representing
prospect
to
work
the
all
of
cent
non-
'I
a Media
become
could
deal
could
'Ikj
firm
all
of promotion.
'From
to
that
acknowledged
'
from
to
typist
then,
management,
Assistant
Director,
become personnel
could
or
administrators,
managers,
agency)
an advertising
both
assistant
with
company).
secretary,
they
deal
broking.
actual
to
secretary
then
in
promotion
(marketing
management'
thought
the
with
encourages
and
secretary,
Manager,
(secretary
'
advertising.
recruitment
officers,
It
supervisors.
such advancement
to
would
Director.
assistant
was sometimes
require
additional
training.
latter
These
can
and that
a job
sample
were:
'I
Others
less
much
did
chances
from
promotion
who had a possible
Examples
job
'
assistant.
have
and
and interest,
same job,
of
work
secretarial
those
to
possible
respondents.
several
felt
I'll
expands
responsibility
was essentially
what
is
and become a personal
completely
firm
the
it
and ambition
indeed
opportunities
be
a secretary
where
such
a stepping
who
possibilities
really
indicate
stone
to
wished
existed.
314
that
the
secretary's
more
senior
positions,
to
progress
could
One secretary
find
said,
'
is
'My job
many did
However,
not
I make it
what
any additional
seek
'I
want
is
to
suitable
did
where
I am',
want
not
Secretary,
a Private
does not
'I
hold
already
job,
the
A secretary
a bank).
holding
the
go from
here.
highest
none,
prospects
and where
secretary
salary
because
I look
for
one which
life
an so happy
I have
usually
will
offer
take
precedence
means overtime
'I
can learn
in
my work.
so much already
'
A secretary
my aim in
reached
would
a job
happy
in
life
as
my..,work,
promotion
the
mean abandoning
I an
work
to
they
by
senior
no promotion
they
saying
and there
most
had
were
avenue
in
City
position
job
our
remarked,
I can get,
some
holding
already
was no further
aged twenty-three
secretarial
prospects,
open to
(of
branch
'I
them:
am already
and there's
nowhere
to
'
One may conclude
promotion
and would
'
work.
because,
felt
position
senior
most
than
my working
one's
as it
of
me because
and am extremely
secretaries
their
clarified
way,
'
doing.
Where
'I
'As
my mind
enter
for
let
promotion
said,
terms
and promotion
to
or because
aged twenty-five
this
'
not
life,
devotion
in
rather
I would
and utter
Others
job.
no promotion
my personal
over
in
progress
promotion
my ability
promotion.
the
get
another
'There
to
wish
'
go far.
advancement:
can only
I don't
happy
not
I could
understand
-I
they
from
vary
the
of
the
these
Most
considerably.
do exist,
a higher-status
diversity
majority
person;
315
this,
replies
secretaries
are
in
terms
nevertheless,
that
have
of becoming
is
likely
to
in
bring
its
(Chapter
VIII).
hierarchy
in
assistant
indicated.
of
though,
terms,
these
are
the
as
at
however,
interested
all
in
of
a personal
out
advancing
that
factor
management
an occupational
of
on becoming
ways
limiting
interest
and
aware
laid
stress
the
for
responsibility
obviously
are,
despite
on graduates
not
were
There
work
take
to
pay,
Secretaries
secretarial
tend
increased
wake
employers
Some secretaries,
positions.
being
promotion,
happy
as
they
are.
Morse
15
of
chances
promotion
for
desire
take
satisfaction
more
had
saw they
advantage
them
to
be
a chance
jobs,
only
prospects
or
promotion
prospects
the
secretarial
of
may have
to
unfulfilled
If
be
in
stay
with
more
they
chose
considerably
present
Hence,
appear
had
no promotion
either
upon the
does not
they
certain
their
promotion.
some effect
it
force,
'
who felt
those
of
for
occupation.
secretaries
half
his
whether
might
within'the
a possibility
work
there
intending
were
over
as were well
found
is.
prospects,
by
chances
greater
he
satisfied
not,
those
of
promotion
or
the
...
promotion
of
Three-quarters
of
less
individual's
the
he is
the
was influenced
satisfaction
greater
more satisfied
promotion,
secretaries
to
'the
promotion,
the
job
that
reported
to
while
stability
of
be a critical
factor.
Another
channels
possible
job
would
put
in
results
way of testing
of
advancement
the
represent
an open-ended
fell
into
what
the
peak
form
of
open to
their
(Appendix
categories
felt
secretaries
1,
was to
ask what
The question
career.
question
described
316
them,
be the
to
in
no-58),
Table
XIII.
.
was
and the
8.
8
XIII.
Table
Jobs
perceived
as the
peak
of
a secretarial
career
IQPS
(n=170)
NAPS
(n=73)
LONDON
(n=515)
to
1. Personal
assistant
...
(e. g. an important
person,
top man,
Prime Minister,
)
director,
etc.
editor,
17
23
27
13
24
10
status
or function
in job title
change
a
expressed
(e. g. personal
executive
assistant,
)
etc.
secretary,
17
15
10
1+. Leaving
secretarial
(to take boss's
job,
)
director,
etc.
10
to ...
person,
2. Secretary
(an important
3.
Change
etc.
in
by
work
become manager,
5. Change in job itself
(e. g. more interesting
for travel,
opportunity
ö.
felt
cent
)
of
London
in
of
realistic
present
any past
5
7
10
10
19
24
14
19
100
100
100
for
a large
reflect
through
secretary's
a
proportion
whom they
the
together
role,
would
job
saw their
be working,
317
the
measured
to
aspirations
of
expectations
Although
person
their
relation
These"findings
whom she worked.
by many in
secretaries
98
9
know
career
a secretary's
modification
the
don't
or
30 per
for
work,
etc.
Other
7. No reply
in
)
ultimate
the
of
status
the
person
apparent
satisfaction
a possible
with
learning
what
the
may be.
success
they
did
in
terms
not
all
of
hope
to
become personal
'secretary'.
term
in
interest
of
IQPS
of
their
y"'
This
between
difference
and
the
the
NAPS (23
in
seems that
not
(Table
been
assumed that
because
they
discussed
further
secretaries
to
to
a particular
job.
an attempt
secretaries
were,
might
to
secretaries
a secretary
be seen
terms
their
of
be (as will
status
part
of
rather
be
prefer
according
involved
responsibilities
as a threat,
Employers
so greatly,
some employers
were
though
even
hierarchy
may also
by the
secretaries
that
the
normal
than
in
occupational
a support,
r boss.
a particU
In
If
suggests
more highly.
own occupational
than
rather
boss
measured
secretaries,
value
XV) that
their
in
aspects
It
same.
Chapter
measure
they
hierarchy,
to
in
boss's,
their
the
their
to
status
they
This
to
may have
secretaries
fact
applied
secretaries
their
in
3),
by employers,
other
feel
a higher
adopted
valued
peak
responsibility
of promotion
status.
themselves
saw the
that
said
consider
boss's
many members
assistantship.
aspects
XIII.
a vested
respectively)
secretaries
by their
has
cent
a personal
did
they
of promotion
own hierarchy,
of
having
'secretary',
most valued
important
system
27 per
and
see. no real
many could
title
the
with
satisfied
Despite.
the
of
the
achievement
the
terms.
although
that
and said
particularly
their
two
terms
and pay represented
them,
may mean that
retention
careers
It
Many were
assistants.
but
to
find
move into
were
out
other
asked
who had since
more about
occupations
if
they
adopted
318
the
possibilities
and what
knew anyone
a different
those
for
occupations
who used to be
occupation
(apart
from
housewife)
and twenty-five
'Appendix
-
examples
were
1,
London
by the
given
a range of one hundred and ten occupations
''IC
The occupations
a) those
those
which
teacher,
those
the
job
for
instance,
been teaching
have been
that
all
had they
of
category
were
these
a)
in
the
do so.
the
former
nor
were
described
as
The possibility
referred
to the
of mobility.
training
(for
could
required
which
receptionist).
it
was necessary
the
circumstances.
the
exact
jobs
'teachers'
in which
themselves;
have
would
was also
have made a livelihood
- Consequently
surrounding
might
case they
The assumption
made
as secretaries
only
tentative
cent
had occupations
conclusions
figures.
secretaries,
31 per
and so may have been promoted
category
public
categories,
since
categorised.
to
manager,
'model,
example,
above
subjects,
people
from
(for
known,
those
secretarial
chosen
Of these
not
some of
differently
can be drawn
cent
were
changes
but
occupations
decisions,
make some subjective
same
doctor)
into
jobs
example
a particular
the
employing
different
a completely
training
the
in
as a secretary
(for
or
promotion,
journalist);
different
were
which
By classifying
to
former
types:
three
be undertaken
could
nurse,
or no further
little
hundred
covering
sample,
which
through
working
had already
required
into
attained
translator,
office,
example,
c)
or
as a secretary
relations
while
setting,
occupational
b)
have been
might
which
be classified
could
have been learned
skills
into
Four
had moved.
secretaries
*could
60.
no.
question
b),
who retrained
when they
for
a different
moved;
in
51 per
occupation;
cannot be excluded
that in some cases several
same individual,
thus exaggerating
the'apparent
319
secretaries
amount
and 18 per
cent
little
requiring
in
were
or no further
The occupations
(57 former
officer
(twelve),
-interviewer
(eleven),
computer
The proportion
is
work
that
in
certain
It
is
there
which describes
movement to
in which
those
example
the
which
this
possible
publishing,
'in
occupations,
may enable
are
to
enter
advertising
320
and personnel.
be considered
could
is
bridging'
a term
of
be such
employed
amount
in
about
occupations
and personnel).
known to
people
seem to
other
16
great'.
relatively
who are
a considerable
them
secretarial
of
advertising
numbers
their
place
which the potentialities
would
Secretaries
and
took
out
promotion
cent)
in
advance
promotion
job
secretary's
as shown by the
can learn
publishing,
for
of work
(31 per
to
'Prospective
type
occupation'.
activity
secretaries
another
have been,
certainly
for
occupations
another
other
in
(seven)
worker
social
have moved into
to
there
occupation'.
have moved into
involved
namely
that
job,
of
(ten),
as secretaries
more chances
fields,
The-secretary's
field
work
that
are
possible
'bridging
executive
model
(seven),
presumed
prospects
are,
'bridging
a
as
for
of
The areas
suggests
manager
their
indication
still
careers.
personnel
advertising
(ten),
teacher
secretaries),
some way behind,
programer
who were
as a result
an important
probably
other
(seven).
and librarian
occupation
former
(twelve),
journalist
(nine),
up had been
(49
then
secretaries),
translator
taken
jobs
training.
hostess
air
(nineteen),
c),
who took
frequently
most
secretaries),
(36 former
nurse
category
those
a
any
the
work
(for
half
Over
their
had changed
had tried
the
Y
b)
former
their
been
fairly
included
were
the
reasons
the
first
not
have
which
The pattern
those
to those
only
present
as a second-best
many former
decided
it
that
did
to
effort
considerable
One employer,
revert
to
felt
as a means of
that
delaying
may have
decision
only
training
led.
after
their
They were
is
VI).
It
working
as secretaries,
first
concerned
choice
with
decision;
finally
coming
tried
the
321
similar
work
to
as such
that
made a
of
the
about
possible
occupation.
training
of
course
a secretarial
a career
done this,
having
also
who were working
many women undertook
making
similar
had thought
them and consequently
satisfy
who was personally
secretaries,
secretaries
not
in
may
were
adopted
VI).
tried
or
work
they
secretaries
of
(Chapter
having
secretaries,
expect,
interesting.
occupations
(Chapter
choice
to
of
their
that
up secretarial
named by secretaries
occupations
led
of
must have
change
Alternatively,
sample
occupations
as alternative
take
applied.
subsequent
of
had been
women
a minimum
felt
secretaries
to be sufficiently
work
the
which
to
relation
half
least
motivation
them to
prompted
these
At
required
the
from
again
no obvious
category
as good as they
the
found
this
respondents
that
it.
and rejected
in
no longer
place
indicates
surely
Perhaps
not
bore
occupations
and so the
strong.
prospects
to
work
training
years'
the
to
begun
and presumably
This
secretarial
known
secretaries
since
work.
occupations
three
former
occupation
(category
scratch
to
the
of
some former
to
which
a career
the
secretarial
Occupations
to
many former
Movement
been nurses,
the
early
had
left
was
of
stages
be working
commercial
subjects;
The
were
rest
others
in
work
as
taken
shorthand
for
example,
why they
asked
(Appendix
3, question
managerial
Over
half
in
teachers
or
typing
as court
had decided
no. 32).
or executive
322
Eight
office
some
occupations.
lecturers
or
in
completed
subsequently
3).
school
explained
that
found
was
secretaries
were
was
open
questionnaires,
up other
or
it
II,
it
study,
management
executive,
They were
supervisory,
of
were
opportunities
NAPS returned
teachers
eight
but,
it.
had formerly
study
Chapter
(Appendix
were. employing
as secretaries,
and
and
questionnaires
to
In
former
these
as out
as well
present
what
present
work
of
alternative
possible
VI).
work
the
why secretaries
reasons
teachers.
IQPS
the
the
as in
secretarial
in
The attraction
au pairs).
in
travel
hostesses,
air
(Chapter
discovering
of
members
Seventy-three
found
as well
available.
secretarial
shortened
XII)
secretaries
means of
secretaries
when
revealed
and seventeen
Another
that
been
into
occurs
London
Eighteen
temporary
had considered
they
which
careers
to
five
(Chapter
jobs
their
left
(and
have been attractive
seemed to
became
sixty
had previously
travel
travel
with
secretaries;
or couriers
agents
of
concerned
of
them
were
secretarial
and
students.
jobs;
supervisory
skills,
three
or
although
not
reporters.
to
leave
secretarial
had been promoted
positions;
to
(although
elsewhere
this
however,
half,
than
more
influenced
been
had
fourteen
factors
associated
lack
responsibility,
of
initiative
the
forty",
limited
Other
'I
was
and
stimulation,
only
could
they
handshake'
they
for
degrees;
it
rejected
that
felt
would
if
be in
a boss
to
tied
for
retired
or
of mergers
taking
the
of
nature
person.
another
security:
or thereabouts',
a 'golden
received
the
situation;
threat
was seen as an additional
often
against
fifty
reaching
an impossible
too
by
that
careers
after
is
when
prejudice
and
was
only
a fairy
business
for
promotion
employers
was
in
progress
since
because
secretaries
there
included
scope
or
loves
as"nobody
had changed
of being
that
intrinsic
the
These
mainly
felt
also
or
secretaries
or because
were
given);
reason
with.
work.
that
said
the
of
dissatisfied
limit
age
part
secretarial
'Just
promotion
had a fear
number
was
earnings
potential
only
but
qualifications
professional
the
It
they
that
job
been
It
upper
'
thirty-five.
women;
had
secretaries;
young
she's
often
'challenge
poor.
were
wanted
was
their
with
higher
decision-making,
and
prospects
by
to
increasing
job
their
security.
One. former
a job
they
which
marry,
is
secretary
all
it
but
right
'I
said,
for
with
who want
girls
soon becomes
voted
unsatisfactory
Its
my feet.
only
something
to
until
"career
a
women"'.
Six
an aide
they
former
to
secretaries
another
person
had some independence.,
were
no longer
and preferred
to
'As a secretary
323
prepared
undertake
to
work
work
I had to
in
reflect
as
which
and
my boss's
project
"king"
be the
point
than
of
view
"power
the
and I would
and personality,
behind
Others
throne"'.
the
rather
remarked:
'I
was fed
a disorganised
whim of
'A secretary
Other
of
higher
holidays,
changing
to
wanted
really
median
of
£500 p. a. more than
this
NAPS, although
higher
slightly
of
retirement,
question
no. 59)"
left
birds"
with
in
their
the
first
secretary
and
or
had never
was realistic;
was appoximately
in
contemporaries
partly
hours
place.
secretaries
have been
they
elsewhere
salaries
of
commitments;
because
arose
former
terms
and domestic
family
higher
in
included
work
secretarial
flexibility
opportunity
might
IQ,PS and
of their
an effect
age range.
was made into
An investigation
it
as
having
for
of these
salary
generalise,
still
"dolly
as
secretaries
be secretaries
The attraction
the
for
due to
when the
jobs
attitudes
patronizing
'
status,
especially
a man) and i
Too many bosses
most)
given
reasons
for
a desire
for.
(or
all
supercilious,
intelligence.
or no
little
every
teaching
the
(usually
someone
the
some of
stand
and think
to
pander
and much preferred
for
works
men I worked
the
of
male,
to
expected
'
atmosphere.
couldn't
being
up with
might
the
affect
promotion
A secretary
may have
324
posed
problem
prospects
worked
for
by a boss's
(Appendix
an individual
1,.
for
a considerable
her
retirement.
secretary
are
in
less
to
she may have
in her
to bring
incumbent;
jobs.
London
a boss
this
situation
majority,
well
over
boss's
elsewhere,
seems to
finding
of
or at
the
a
helping
the
very
least
were
system
works
that
by working
part
of
her
boss
the
to
kindly.
another
function
is
person
that
of
325
who
The
to
in
the
had retired.
the
This
on the
secretary
cope with
the
Having
was of
new job,
an executive
who
in
lose
rank
an assistant
part
a secretary
to
does not
lower
jobs
had found
much help
of
cent
of NAPS
cent
jobs
other
attitude
that
considered
can be of
20 per
for
Secretaries
proportion
The secretary
for
one,
by
seniority
or
had become secretary
a responsible
acting
the
over
had happened.
what
small
successor
individual
take
retired.
group,
after
she had
may wish
status
a few had found
demonstrate
new situation.
status
each
or
in
knows how the
asked
whole
secondly,
IQPS and 4+5 per
of
the
replaced,
an important
cent
a very
who possibly
employers,
importance
in
while
before
either
than
or
on the
than
the
he were
rather
is
were
Only
same organisation.
if
that
who subsequently
half
successor,
thirdly,
young;
salary
she may lose
32 per
had faced
the
that
The problem
for
had worked
job;
not
if
that
employers
a lower
accept
own secretary
secretaries,
she is
person,
and fourthly,
changing
to
retired
his
along
if
that
his
with
firstly
are
she feels
established
the
who succeeded
involved
her
employ
be faced
and then
years
jobs
change
willing
a new job
of
The problems
has to
achieved
of
number
and acknowledges
who enables
an
individual
to
Promotion
does not
its
knowledge
in
the
individuals.
deputy
in
was next
it
made
had already
he would
line
Interpersonal
problems
are
and many executives
but
this
mobility
within
Similarly,
if
secretaries
to
give
firm's
for
the
accept
of
her
to
were
had all
deal
having
affairs,
higher-rank
the
was due to
to
secretary
the
chief
his
executive
that
department
own secretary.
in
'passed
business
all
over'
the
in
the
relationships,
same way;
to
limitations
secretarial
structure.
secretaries
because
a career
had a good
all
personnel
one of
The
they
ececutive
as his
and employers
good at their
them promotion
create
However,
the
an organisational
several
chief
exist
no doubt
to
increasingly
policy,
to
course
anxiety.
they
job.
clear
does point
situation
the
the
quite
on no account
to
of
company and its
and for
The secretary
to
the
of
status,
who was visited
that
sure
consequently
sections
and according
retire
source
by making
and experience
different
one employer
had attempted
ranks';
a boss's
to
according
as a great
secretaries
'come up through
more effectively.
example,
was large,
which
for.
worked
For
succession
organisation,
job
her
measured
work.
saw secretarial
of
is
which
always
structure
his-or
perform
work,
they
did
bosses
not
were
want
that
maintained
to
reluctant
lose
their
services.
Since
advancement
dependent
upon employers,
canvassed
(Appendix
7,
for
possibilities
employers'
question
views
no. 8).
326
completely
secretaries
are
on this
matter
were
asked
whether
They were
they
that
considered
to make a career
women who wanted
the
in
themselves
employers
legal
medical,
for
dependent
for
possible
to become managing
of
the
to
means
it
not
as to
world,
a business
to
prepared
job
secretary's
on the
depended
in
the
work,
of
the
boss
business
and
Some of
for
were
advancement
in
some law
example
possibilities
promotion
'It
the
relative
to
but
more
was usually
however,
was,
establishments
gain
whether
as
a means
firm
of
her
allow
it
felt
they
the
responsibility,
and
or
the
size,
the
all
interest
willingness
her
teach
the
were
it
thought
ambition
secretary,
thought
recommend
they
or
a good
employers
could
her
and
reaches
was
than
Twenty-seven
attitudes
with
communicate
higher
employers)
advancement;
its
the
thought
employers
herself
and
to
access
(eighty-six
they
and disadvantages
advantages
employers).
secretary
to
where
for
world.
but
qualifications.
job
say
the
business
fields,
because
career
(fifty-nine
not
was
the
in business,
not
secretaries
a secretary's
business
was a good beginning
clerks.
differed
Views
using
limited
upon professional
apparently
of
were
in
or educational
were
secretaries
job
a secretary's
general
the
employment
opportunities.
Those employers
gave as their
or learning
would
Examples
of
firstly,
reasons,
in
great
value
their
comments
'It
commercial
is
one of
the
understanding
as a positive
that
and the
situation
be of
see it
who did
it
was a very
information
furthering
means of
which
useful
could
a secretary's
advancement
training
be acquired
career.
are:
few jobs
of what
327
which
is
give
them a good
happening
around
them. '
'It's
is
what
probably-one
more they
'It
the
'If
the
job
the
main
company,
starting
(textile
company).
a good
the
of
weakness
her
in
which
to
But
...
training
left
to
it
lots
girl-power
for
for
example,
be an easy way in. '
they
.
and
the
the
see
chaotic
is
There
reached.
through
on
work
paper
about,
certainly
are
get
depends
the
all
be
and only
all
work
into
the
lack
of
management
because
it
allows
a
to
teach
top
you
if
without
world,
- that's
the
a very
good beginning
interesting
work.
A secretarial
good place
a good boss
you have
'It's
a very
executive's
a person
'
a good training
is
she is
whom they
decisions
responsibility.
it
would
because
many
an insight
'It's
but
with
must be a good training
willing
girl
situation
for
floor
shop
'
organisation.
'It
on the
thing
course
of
would
function
it
the
run
so she can learn
It
to
'
because
We deal
and
useful
know how things
a man being
start
is
it
a career-minded
people
of
wastage
to
possible,
'
because
She has to
girl
a factory.
the
beginnings
Director.
things.
and the
'It's
like
were
herself.
asks me certain
get
a good salary.
Managing
the
way for
it
on with
to
at
it's
-.
my secretary
a cracking
great
best
They get
work.
beginning
and becoming
manner
the
must be a good beginning,
know how things
from
start
of
to
328
way I began'
if
they
job
begin.
are
who is
(woman executive).
to
determined
can be dull
A good girl
or
do
interesting,
is
worth
in
gold
upon
and
then
she
runs
our
training
her
weight
'I
can
4.
of
who have
Governors
of
in
the
gone from
A contrary
things
other
'As
job
should
but
that
far
I
as
and good money.
life
and that
deal
of
titled
people
'In
to
it's
-
boss
a high-ranking
job
'A secretary's
down the
much lower
everyone
'It's
is
not
'In
is
scale
can do it
has
from
people
walks
all
is
a great
and
'
letters.
itself.
in
of
millionaires
meets
involved
interesting
an
There
an end in
an end in
itself.
and achieve
the
A secretary
all
of
sorts
than
them to
banking.
it's
become secretaries,
get
secretary.
of
position
and that
of banking
says a lot
329
we
although
positions.
and administrative
experience
Nothing
a gopd ending.
to be a good secretary,
drganisational
they
Many begin
'
well.
a good beginning,
more important
do promote
itself:
itself.
can get
stone
as a stepping
writing
is
that
work. '
interesting
Not
it
people
namely
expressed,
- mine
just
not
firms,
larger
job
as
'
a secretary
in
do
'
started
judges.
be considered
She meets
me to write
taught
England
to
frequently
the
it
-
and I know of
was an end in
in
fulfilment
example,
even qualify.
days,
reporters
sufficient
for
now she could
enough
Bank of
am concerned,
life
is
keen
early
not
it
and it
then,
the
court
depended
own. '
on her
and could
was also
view
secretary's
My secretary,
and
was a shorthand-typist
is
a girl
more
utilised
entirely
interested,
was
she
if
shorthand-typists
to
over.
training
general
If
'Three
the
move
is
(man accountant)
a good letter.
this
she
school
myself
was a part
then
and
first
about them.
and then
It
'
is
senior
grades,
work
for.
bank.
'
All
a minor
I`
fact
they
have
This
latter
that
it
relatively
the
instance,
of
chairmen,
half
Several
vay
of
view
and others
career
being
a secretary
or
because
importance
and so does the
if
be valid
be a secretary
it
were
to
a chairman
a career
is
thought
marriage
or
childbearing.
in
central
not
to
London
twenty-five
under
did
a career,
for
that
which
at
there
and
of
the
for
the
at
work
span
a
only
For
who worked
for
three
only
other
so on the
their
times
it
jobs
certain
suitable
situation
ONLY beginning.
secretary's
grounds
women and men were
were
were
the
the
Sometimes
while
'With
the
itself,
a good
who thought
employers
opportunities
their
in
up from
were
old.
unequal.
directly,
is
and
aged
situations
fact
a chairman
secretaries
furthering
employment
to
to
school
were
years
nineteen
the
become secretary
unless
age,
the
within
from
come
to
that
possible
between
years
they
one works
comment would
early
people
do. '
to
is
have
executive
and
the
of
three
if
that
increase
earnings
secretary
seniority
secretaries
executive
we have
since
principal
on the
our
director,
managing
their
depends
imagine
'I
especially
secretary,
it
secretary;
to
here,
statusful
very
reflected
for
women.
as it
exists
A girl
with
6
330
that
the
the
a science
and
the
recognised
what
were
at
a good
different,
comments
that
job
was obviously
for
suitable
moment,
degree
it
men
is
has to
on,
to
as a secretary
work
if
because
by doing
the
all
it
it's
the
have been
somewhere
but
I can see how it
it's
...
It's
a man's
to
become a secretary
make a good career
within
a man's
'For
'It
are
but
not
good one doesn't
there
is
want
univer
all
sity
secretaries
Opportunities
where
advancement
where
graduates
and can
salary
But
the
having
it
is
is
trouble
them,
promote
not
women in
against
prejudice
that,
said
they
the
could
ideal
the
if
that
trade
they
only
opening,
union
c ompany).
for
a good academic
but
education,
were
to*get
background
anywhere
and a good
have
they
to be
'
as well.
limited,
was dependent
were
but
to
and not
a woman. '
for
Perhaps
a p-a-
altogetherl(television
'I'm
field.
a good beginning,
become more of
but
'
a man yes,
is
the
world.
'
world.
can command a substantial
still
wrong,
very
a shorthand-typist
is
to
similar
a role
'
- that's
'A woman who intends
it
than
months
Most women who have
yes.
secretaries.
happens.
City
the
today,
are
got
in
twelve
as a
role.
'The way things
'Not
beginning
only
a service
marriage,
get
find
in
By going
him in
from
to
order
she will
work.
more
in
science
'
herself.
'Yes,
of
as a scientist
dogsbody
learn
she will
secretary
in
she goes
doing
herself
a director
taken
on for
*employers
felt,
upon professional
all
331
executive
in
situations
qualifications,
positions,
or where
the
there
that
expressed
their
business
particular
in
was held
a similar
belief
confirmed
by employers
±'
is
in
interested
'They
can very
man than
is
definitely
often
view
of
'No,
but
there
few doors
only
public
accounts
they
in
some time
and then
It's
in
this
an
be
has to
way. '
in
potential
for
to
an
possibly
especially
prefer
advertising
almost
boss
her
are
are
would
very
open to
personnel
stay
becoming
with
in
them.
up.
be dealt
However,
with
fields
these
a
I would
for
The media
posts
even
for
then,
them
agency.
like
in
seems to
to
advertising
-
recruit
women and fringe
only
by women, "make-up"
332
was
an advertising
few openings
and research
relations
farther
officer
in
makes one cynical.
advertising
very
activities
on,
opportunities
by a woman personnel
say yes,
for
develop
get
assistants,
as production
move on. '
The opposite
expressed
to
departments
various
'
course
often
although
an executive,
work,
It
fields.
other
in
fact
there.
of
her
allowing
My secretary
work.
but
beginning,
way of
in
become nay p. a.
go on from
and would
executive
ideal
had worked
she would
no doubt
fields.
and sub-editors.
my secretary
and personnel;
know about
research
than
other
and was indeed
particular
We have
was often
fields
advertising
I don't
doing
assistants
'If
in
secretaries
these
but
secretaries
editorial
then
in
a way in.
certainly
former
publishing,
by the
yes,
publishing
The feeling
work'.
were more opportunities
own, particularly
'In
'man's
was
female-based
for
example.
'
Among the
employers
not
a good means by which
the
business
as 'dead
described
becoming
it
'Generally
go into
female
have
not
would
tends
to
the
business
is
be the
top
from
there.
out
jobs
specialised
other
We promote
a secretary,
a secretary
to branch
difficult
very
is
a
commented:
on in
get
be
could
but
world,
the
one of
if
worst
"
begin.
ways to
is
itself
was
in
make a career
job
the
employers
don't
try,
to
that
job
secretary's
could
'A secretary
Other
'Women just
you want
felt
end'.
one.
said
secretary'
a secretary
several
world,
the
who considered
if
background
the
she wanted
knowledge
have
She would
from. clerks,
supervisors
and it's
tree
the
of
to
but
that
to
on.
get
a secretary
would
a clerk
have. '
it
it
although
'If
what
is
she
for
be in
is
going
to
it's
vice
versa.
job.
the
she will
top,
you
333
be
was good,
she would
field,
decide
she should
it.
she becomes
If
very
future
who she is
be promoted
to
the
'
brilliant.
The only
person
get
other
'
she is
the
are
to
try
another
go into
unless
where
not
business
stereotyped
and then
to
in
there
a girl
into
there
an organ isation
But when you get
if
even
do and then
a very
promoted
should
break
a career
she stays
a secretary
to
to
be easy
would
she wants
'No,
think
difficult
very
or a degree
and they
I would
secretaries.
levels
them,
for
opportunities
find
'A'
a woman has
'If
door.
working
him.
with
'
is
'No!
I am against
it.
has to
make the
not
think
in
job
graduates
knowledge,
It
vae not
level
than
the
job
be of
not
would
'I
doubt
whether
working
is
need to
meet lots
two
of
go to
the
'Most
secretaries
not
Head
travel
intelligent
to
go on.
to
higher
as a springboard
but
odd one,
found
Office
people,
to becoming
occupations
or banking,
where
Those
skills,
or data-processing
17
that
the
secretary's
she learned
other
courses.
were
have
with
rather
very
them,
but
become
in
an executive
In
about
involved
using
firm
jobs
that's
of
this
where
type
terms
than
You would
bright,
more p. a.
advance
going
and not
and attend
you
on
(although
a business.
if
while
situations
an office
secretaries
They
than
learning
managers
around
that,
graduate
non-graduates.
what
in
for
of people
divisional
and secretaries
to want
a training
the
for
others.
in
any value
view):
outside
could
from
opposite
it
you
language
the
had put
have
had had specialist
because
a good beginning
I
can
rewarding
by some employers
stated
was also
she will
secretaries
accountancy
them apart
put
which
jot,
others
financially
in a foreign
such as shorthand
secretaries
graduate
who had become executives
secretaries
Each
as a secretary.
by advertisements,
given
a higher
at
entered
but
like,
be a way in
of
librarianship,
as teaching,
because
same view.
they
be
business.
unpopular
the
a
(woman executive).
'
a survey
was less
work
to
might
business.
impression
the
to
secretarial
such
and it
respect,
that
she comes in
who want
a small
In this
contrary
if
non-graduates
have
way in
the
grade
a satisfying
only
find
in
career
and I'm
women in business
for
especially
an executive
secretaries
graduate
'Most
person
a good beginning,
not
woman who wants
graduate
of
is
It
all.
and tend
becoming
the
themselves.
situation
'
'
A particular
problem
secretaries
other
jobs
being
one who has received
was the
is
'It
mainly
and not
to
change
over.
to
her
all
doing
Other
in
and
at
marked
time
which
was their
by what
information,
it,
is
grade
accustomed
not
easy
people
She does have
only
that
access
level
a low
initiation.
of
I made one
a s: cretary.
wanted
to be a
cease
and she had spent
so many years
she could
indicated
secretaries
in
but
rather
were
marriage
or
before
aim in
took
think
not
life.
the
as simply
doing
means to
felt
they
interested
were
not
this
kind
earn
that
work
was complemented
approach
or uninterested
in
of
a family,
raising
The feeling
be a temporary
to
that
particular,
was instrumental
or one which
was treated
she has been
she must
but
always
all,
prime
employers
to work,
of
a career
while
a secretary
it
and
herself.
comments made by employers
they
from
orders
'
general,
making
and do it
other
what
from
because
high
set
a secretary,
herself.
for
are
and tried
exception
transfer
instructions,
giving
sights
kinds
give
taking
'
pipe"
'Once
in
grade,
taking
in
face
them:
to
to
would
one who has to
difficult
an executive
"conduit
women
very
to
'If
to
changeover
have to
job
a secretary's
for
a good salary
a short
time:
'Basically
need to
aim the
are
taking
'It's
the
business
a job
not
the
majority
get
married.
of
then.
until
but
is
interested
off.
They are
for.
Most come to look
only
it
as their
I feel
98 per
for
a woman to
main
of
cent
them
'
a göod beginning
world,
women have
for
a good chance
in
the
for
men they
get
her
on in
to
get
are working
husbands and boyfriends.
335
A
'
secretary
but
girl,
become a managing
could
don't
most
'Women are
'The
in
she isn't
getting
You have to
first
the
career.
girls
should
be more of
to
like
it.
had varied
this
the
but
they
be a secretary
to
for
money and not
service
either
through
Senior
Personal
individual
on an
the
for
do,
waiting
that
small
advancement,
there
don't
and they
Service,
were also
or typing
get
grades
grade or equivalent,
while
chances for
a Minister
the rank of Deputy Seeretary
and thence to higher
a Senior
where
in some large
where there
was
promotion.
along two lines,
Secretary
executive
336
allocated
than Assistant
Secretary
Personal
of the Crown or a civil
or above),
and
is
Secretary
of not less
'
gave the
although
(a Personal
to officials
married.
organisatiöns,
to Personal
are
involved.
to
advancement can take place
Secretary
to either
say they
just
are
elsewhere.
many secretaries
training
feeling
shorthand
basis
officer
necessary
Most
advancement,
In the civil
positions
for
such as the Civil
organisations,
allocated
type
work and more responsibility,
opportunities
Seeretary
she doesn't
that
became a training
do the
was a general
secretaries
it
although
prepared
They don't
There
on is
'
progression,
structured
in
are
secretary
seldom
greatest
to make a career
want
be a subservient
'My last
There
want
don't
'
place.
'Most
is
most
reason
to.
want
so complex,
'
all.
at
she was a bright
'
to.
want
if
clerk
or to clerical
positions.
servant
of
and executive
A Personal
Secretary
is
she
can transfer
prepared
type
the
in
secretary
advancement
Examples
to
were
clerks
could
clerk
the
of
'Here,
department
taking
to
some years
Office
at
was the
Now, if
one time.
in
on the
not
bright
give
her
enough
to
a useful
as a secretary,
latter
valuable
got
on better
their
position,
the
bosses
other
because
don't
that
not,
of her
with
went
the
to
get
becoming
boss.
personnel
into
337
to
in
If
'
other.
door
the
exams.
at
come
she were
would
a secretary
clerical
give
the
on she would
one who came
and the
side,
as shorthand-typing
want
as
be a Head
on to
I know two girls,
on the
a
a pension
foot
one's
a
whereas
status
and do bankers'
career.
the
get
wanted
do that,
compared
more money than
way to
side
clerical
of
pattern
One was pushed
who did
a girl
by the
was felt
two women joined
considerably
only
marked
secretaries
and has left
The other
which
normal
It
assistants.
up shorthand-typing
'It
to
ago,
as clerical
manager
of
employers.
according
only
choose
Service.
a supervisory
a secretary.
in
Civil
Hence a
is
which
the
non-promotability
be promoted
advanced
secretary
the
by three
given
that
if
advancement,
principle,
follows
which
in
in
can,
of
training.
necessary
adopt,
or that
down
laid
the
she will
line
executive.
Service
Civil
boss
of her
the
undertake
advancement
of
status
to
to
is
them up. '
so
'Not
at
knowing
thought
stone"
doesn't
other
In
as being
according
boss's
permanently
secretaries.
as valuable
as other
according
but
paid,
well
and perform
job
qr present
of
airy extra
it
is
for
whatever
just
some surveyors,
contact
with
,
typing.
the
don't
can,
lenses
in
opportunities
I really
It
are
make the
boss
there
most
am an awful
I am very
capabilities
However,
in
no higher
regardless
etc.
oneself,
if
you are
fails
to
maze
never
and accept
I ended
first
been
and
by management.
and now. I am doing
(her
be engaged
management
one calls
the
bit
every
I do. '
back
sit
as being
classification,
a typist.
Maybe I have
seem to
job
tasks
management
had two jobs;
have
of
'
graded
often
I can rise
occurs,
that
one only
As a secretary
undertaken
normally
you are
are
and regarded
I have
is
frustrating.
very
are
We
problem
secretaries
agreed
in.
work,
they
just
this
sets
main
all
ability.
because
how manY girls
- the
status,
vacancy
'Basically,
secretary
thick
It's
I
nursing,
cases
management. and should
their
a suitable
unless
and apathy
I feel
to
tasks
of
a rut
-
advice
a "stepping
provide
majority
organisation,
their
to
or
thought-provoking
thoughts.
this
'Within
examples:
teaching
the
promotion,
about
had no reasonable
would
in
does original,
another's
having
course
regarded
one never
handles
do,
One gets
views
representative
University,
jobs.
work.
often
paid
to
a secretarial
to
are
what
from
apart
school
are
three
following
the
of which
had different
themselves,
Secretaries
but
for
all
of
them.
secretary!
I
up as a negotiator
far
I can't
If
concerned
more work
secretaries,
'
me
So far
this.
was an optician)
lucky,
a
than
with
help
feeling
they
I can do it,
just
anybody
that
Part
of
they
have not
the
was too
highest
the
level
of
training
further
initially,
'There
but
profession,
the
If
employers
would
Your precious
is
that
likely
do not
It
altogether.
and personal
closely
associated
a wider
segment
cent
of
she may well
Organizations
immediate
of
the
convenience
to block
if
some other
line
by choosing
this
to
foolishly
promotion
of
that
use elsewhere
to
work
'some women secretaries
They have been
and have
men who have
of filling
...
18
secretarial
promotion.
executives
them
had no such prospects)
leave
said
there
cling
prospects
seen perhaps
come up a different
may not be able to take
would have a dramatic -effect
organizations,
and secretaries
may be put*to
indeed
closely.
secretaries
alley
do not
company than
look
income
more by staying
still
been
be capable
should
to
into
secretaries
will
senior
While a secretary
route.
within
err
are wortby
with
where
a reduced
place
greater
has recently
assistants
get
experience
best
the
an age where
at
more effort,
and a blind
give
58 per
had attained
today:
first
you have made a mistake,
secretaries
It
in
to
Thus if
(and
boss,
is
became an irritation
it.
had no
they
many stenographers
once it
to
were
was given
relevant
problem
they
time
accepting
still
They erred
of work.
they
and advice
is
chief
by the
they
assumed more importance..
however,
are,
whom the
for
it
it
and much of
that
considerably
security
comm nt
late
job,
involve
would
and where
1926,
because
involve
would
The following
in
late
secretarial
a. new field
entering
too
until
havebeen
seems to
some secretaries
realised
It
prospects.
for
problem
over from her
a post not too far
below.
at these women and not allow
their
aspirations
on the morale
of promotion.
and efforts
management would consider
339
of women
such women for
...
19
managerial
posts.
both
benefit
indication
'Career
for
in
By advancing
find
terms
Devaluation
interest.
through
of high
career
that
the
work.
bad thing
that
if
those
is,
the
It
could
their
educated,
to
secretaries.
340
likely
by
status
job,
Many women
even
them with
terms.
If
no apparent
educated
class
and able
it
would
girls,
women
and few
formerly,
be attracted
that
secretary
The situation
than
to
has arisen
pattern.
became secretaries
middle
is
secretary
first
be argued
who traditionally
advantages
which
cease
p. a.
Eventual
'secretary',
has less'status
will
E2,000
and more job
consequence.
they
opportunities,
secretarial
past,
occupation
by
and variety,
trýditionai
a further
have
to
appears
attitude.
sharing.
higher
pay,
leaving
status,
in
of promotion
prospects
the
traditional
in
to become secretaries
individual
an
term
this
has upset
shortage,
able
feel
the
of
20
responsibility
for
pattern
of higher
responsibility
greater
association,
mobility
terms
increased
around
tangible
are
attract
'.
of employer-status,
in
she gains
there
some
wanted
full
profit
person.
traditional
the
from
be gained
suitable
take
well
intelligent.
skill's
negotiable,
substantial
shown that
has been
It
to
to
order
Serious,
to
is
there
changing
secretarial
Salary
might
more than
offer
this
practice
plus
yearly,
offered
partnership
to
architect's
administration.
twice
reviewed
to
secretary.
usual
in
that
have
mature
taken,
Indeed,
illustrates
woman with
Bond Street
general
are
for
efficient
small
they
if
which,
realising
advertisement
opportunity
highly
are
secretaries,
able
advice
and secretaries.
employers
A recent
pay.
is
This
employers
that
and keep
to
'
to
be no
in
no longer
the
did
so.
This
might
had to
before
most
intelligent
of
secretary
If
they
have
cent
The ones who take
work.
of their
ideal
as an
of
they
promotion
those
stepping.
stone
to
of
amount
is
to
in
career.
341
office
enter
tend
to be the
job
the
see
many
and
22
in office
work.
and indeed
feel,
provide
women who use the
a rewarding
At present,
and typing
21
a career
would
junior
a fairly
school-leavers
contemporaries
The alternative
for
girl
up shorthand
a considerable
achieved,
in
as a secretary.
all
peak
a woman usually
where
an organisation
became secretaries
mobility.
situation
she was considered
40 per
approximately
former
in
experience
gain
capacity
the
restore
terms
real
secretary's
of
most would
occupational
prospects
job
of
as a
REFERENCES
CHAPTER XIII
1.
Coyle,
Grace
L.,
'Women in
the
Clerical
Boothe, V. B. (ed. ), Women in the Modern World,
1929, p. 180.
2.
Cairns,
J;
A. R.,
Careers
for
Girls,
Training
(publisher
Hutchinson,
3. Eyles, Leonora, Careers for Women,Elkin
4. Ryan, Margaret, Office
1933.
in
Occupations'
uri'known),
1928.
Mathews and Marrot,
for Girls,
1930.
Sir Isaac Pitman,
5. Lockwood, David, The Blackcoated Worker, Unwin University
(prefac;
).
1958,
Books,
,,
6. Sykes, A. J. M., 'Some Differences in the Attitudes of Clerical
Sociological
Workers',
Manual
Review, Vol. 13,1965, p-300.
of
and
M. P.
7. Fogarty,
Allen
and Unwin,
8.
Sex, Career
et al.,
1971, pp. 24-5.
London Chamber of
1966.
and Careers,
Commerce,
and FamijX,
Women Executives:
A Survey of Women's Employment,
9. Hunt, Audrey,
HMSO, 1968, p. 230.
Vol. II,
Survey,
Social
Women in
M. P. et al.,
10. Fogarty,
Allen
and Unwin, 1971, p. 170.
11.
Ibid.,
Top Jobs,
P. E. P.,
Their
George
Training
Government
P. E. P.,
George
p. 177.
12. Institute
of Administrative
1972, p. 6.
Analysis
Management,
Joan, Adolescent
13. Maizels,
1970,
Press,
to Work, Athlone
lh. Acton Society Trust,
Needs and the
p. 213.
Clerical
Transition
MAnagement Succession,
Salaries
from
School
1956, P-75.
in the White Collar Job,
15. Morse, Nancy C., Satisfactions
University
of Michigan, Social Research Center, 1953, p. 29.
16. Parker, S. R., 'Retrospective "Bridging" of Three Occupational
Groups', Sociology, 1967, Vol. 1, no. 1, p. 81.
'Graduate
17. Mendoza, L.,
pp. 27-30.
no. 1,1971,
Secretaries',
342
Further
Education,
Vol. 3,
18. Leuck, Miriam
New York, 1926.
Simons,
19. Aubrey Jones,
March, 1973.
Joan,
20.
The Times,
September
Michael,
21. Carter,
1962, PP. 11+1+-5.
Fields
of
'Women in
Work for
Management',
Women, Appleton,
Management
29,1973.
Home, School'and
Y ,.
343
Work,
Pergamon
Press,
Today,
CHAPTER XIV
SOCIAL CLASS, SOCIAL MOBILITY
An outline
Classification
of
has gained
general
been
in
made,
in
is
category
the
This
In the
present
is,
the
to
the
the
study
associated
social
secretaries
had fathers
37 per
in
The fact
social
occupations,
that
'social
most
the
with
the
of
occupations
with,
factors
other
it
and
has no
3
remuneration'.
is
class'
it
in
used
does not
same
directly
and life
education
allocation
the
style
an individual
of
class.
the
To reiterate
non-manual
term
'each
that
criterion
but
of
as income,
often
cent
level
be referred
basis
by,
environment,
such
are
of
calling
General's
basic
conditioned
average
than
correlated
category;
variables
a given
naturally
as an occupational
other
to
is
the
community
criterion
encompass
which
the
class'
more correctly
made on the
to
relation
and economic
relationship
that
in
have
'social
term
Rather
should
is
it
of
The Registrar
classes
criterion
as education
direct
way,
they
2
within
of
application
such
social
the
General's
classification
occupations.
categories'.
standing
concerned.
of
this
of
secretaries
Registrar
criticisms
adoption
classes'
homogeneous
general
the
the
a variety
of
classification
certain
the
of
the
using
Although
acceptance,
as 'occupational
to
IV,
Occupations.
'social
groups
backgrounds
class
Chapter
1
particular
together
group
these
social
was presented
studied
to
the
of
AND STATUS
findings
with
in
Chapter
IV,
in
occupations
II,
with
rather
6`per
and
cent
in
classes
secretaries
come from
341
52 per
social
high
classes
more in
social
cent
class
London
I and II,
manual
classes
social
of
than
IV and V.
backgrounds
may be related,
between
exists
Self-rated
language
belonged,
were
and were
(Appendix
is that
the
8
consistently
found
themselves
as middle
saw themselves
the
they
one of
the
the
class,
studies
was undoubtedly
any other
questions
of
this
are
not
known.
67
congruence
found
as 'lower-middle'
a substantial
office
class,
identified
workeri
The higher
proportion
the
grade
of
who saw themselves
in
office-workers
the
than
reviewed
of
their
found
clerical
as working
study
present
that
that
class.
social
although
a consequence
Runciman
Dale
of
was lower
type
are given by each respondent
5
majority
secretaries
class
of
or
on self-rated
proportions
of
w6i7e working
working,
class*ratings.
class.
the
were
The proportion
class.
This
smaller
they
replies;
was considerable
research
as working
alternative
themselves
of
that
felt
they
class
use of
terms
there
thought
clerks
of
which
and objective
subjective
male
that
Lockwood, in reviewing
felt
the
with
classificatory
however,
social
69).
no-.
question
associated
different
between
job,
which
relationship
4
class'.
lower-middle,
the meaning and criteria
maintained,
most
which
a range
middle,
1,
A problem
to
and social
to
asked
offered
upper-middle,
. 'class
skills
to the close
class
Secretaries
upper
at least,
partly
in
who
every
by Lockwood.
higher
social
class
origins.
Table
themselves
XIV: l
in
shows how secretaries
terms
of
social
class.
345
in
all
three
groups
placed
Self-rated
XIV. 1
Table
social
class
LONDON
(n=515)
3
Upper
NAPS
(n=73)
IQPS
(n=170)
1
Upper-middle
15 )
10
10
Middle
43 ) 68
37 ) 65
63
Lower-middle
,;
10 )
18 )
10
Working
14
14
10
13
20
7
100
100
100
approximately
two thirds
2
Other
class
Don't
know or not
In
London
the
83
stated
and IWS
sample
class
as middle
themselves
(whether
upper,
thought
83 per
lower,
or
middle
themselves in these categories.
cent of NAPSmembersplacing
of
The difference
by
higher
for
the
be
two
the
other
groups
may
accounted
between'NAPS and
of the London sample and IQPS who did not complete the
proportion
question.
Ten London secretaries
'I
instance,
am not
that
the
word
for,
like
the
set
a well-defined
the
altered
began
to
meaning
call
is
'social
classes'
'class'
to
it
If
in
values
its
of
the
past
development,
to
General
by a different
name,
such
the
use of
and to
overtones.
316
other
describe
have however
Registrar
discourage
for
has suggested
the
might
some secretaries,
stage
used
changing
such words.
of
categories',
have pejorative
has been
attitudes;
'occupational
which
an embarrassing
it
'duty'
of
at
saying,
9
Mary Warnock
class-conscious'.
'class'
word
to the question,
objected
people,
as
the
word
seems to
different
the
in
was found
No difference
self-rated
between
class
age groups.
XIV. 2 shows how London
Table
social
r6ted
occupations
rated
their
Table
XIV. 2
to
according
own social
class
Self-rated
Self-rated
class:
the
Registrar
General's
social
class
and father's
(London secretaries)
classification,
occupation
(Registrar
social
class
II
IIInm
(n=185)
(n=78)
2
6
Upper-middle
29)
23)
Middle
50)
Upper
in
fathers
with
position.
Father's
I
(n=62)
r
secretaries
-
8)
4+8) 79.53)
87
General)
IIIM
(n=97)
82
IV and V
(n=28)
1
-
6)
(7) )
39)
56
(36) ). 54
Lower-middle
8)
8)
21 )
11 )
(11)
Working
3
6
10
32
(43)
8
9
8
11
(3)
100
100
100
100
know,
don't
Other,
not given
in
shown
are
numbers are small)
In view
of
the
small
numbers
IV and V, interpretations
it
is
class
of
that
considerably
increase
social
was highly
the
over
class
were
in
classes
social
figures
must be guarded,
half
those
of
themselves
considering
between
fathers
whose
thought
IV and V occupations
The proportion
this
of
some interest
(ioo)
brackets
(Percentages
where
)
of
themselves
to
as middle
be working
I and social
statistically
with
significant
fathers
class
olasses
nevertheless
in
social
class.
increased
IV and V,
4 d. f.
and
= 60.15,
P< 0.001).
I
317
An interesting
a third
III
compared
III
class
non-manual
secretaries
jiso
thought
the
long-held
the
that
the
manual
divide
in
these
did
not
encourage
the
first
place.
in which
them to
had social
thought
group,
just
jobs
class
father's
level
that
therefore,
than
class
out
that
jobs
husbands'
identification
than
to
the
a mother's'education
348
of
French,
secretaries
than
occupations,
class',
although
significance.
daughters'
their
generally
jobs).
is
he
class,
my Latin,
statistical
were
instance,
for
said,
in
class
'lower-middle
influence
some
backgrounds
working
non-manual
reach
seem to
their
rather
occupation
been pointed
not
to
than
of
proportion
as
supports
dichotomy
10
although
me with
A greater
(mothers'
identification
social
failed
did
help
themselves
of
finding
as working
group
be called
always
III
occupations
their
themselves
might
the
has been modified
or that
this
social
more as a trend
occupations
in
class
in
self-identification
of
homework. '
distribution
class
was what
This
appears
work,
One secretary
and science
Mothers'
they
manual
identification,
class
class
think
III
III.
class
half
over
manual
class,
were
and non-manual
manual
man and could
was an educated
the
in
well
class.
it
the
fathers
sy father
whose fathers
social
secretaries
may be that
environment
any other
class
as middle
with
secretaries
maths
in
themselves
It
'Although
although
of
case of
by the
occupations,
a critical
fathers
the
class
social
as working
whose
fathers
view
a split.
secretaries
social
in
were
themselves
of
with
constitutes
in
of
General's
fathers
whose
thought
a tenth
with
Registrar
between
lies
self-assessment
the
secretaries
of
occupations
manual
in
in
occupations
and non-manual
Nearly
difference
related
mother's,
at
It
is
a lower
likely,
primarily
although
may have
to
the
it
has
as much influence
as a father's
on such matters
It
has been
job
in
leading
a career
may be the
to
describes
mobility
the
in
difference
Social
mobility
occupational
movement
may be refl
if
example,
II)
class
social
onaland
Social
mobility
is
movement
individuals
of
diverse
a hierarchy
of
social
extent
layers
indicate
individual
classic
in
social
are. criteria
level,
13
'
or a group.
or Position
the
status
as has the
investigation
study
of
of
social
For
in
terms
it
since
is
society
the
describes
349
assumes
hierarchy,
in
Britain,
of
the
of, men.
in
by
position
arranged
received
soci almobility
;
mobility
of both
a series
may be used to
which
in
became
changed.
Such a study
Of women h as not
mobility
occupation
background
or social
origins.
are
mobility.
status
status
ý that
status
as lintergenerational
mobility
III
have
to
social
traces
an individual's
class
will
linked
also
described
classification
there
- and that
The social
attention
her
individual
and children.
social
a social
mobility
of
of
individual's
from
Occupational
and occupational
in
initial
mobility
parents
been
point
made by a single'
social
a
central
the
or
work.
while
a change
that
a secretary
(social
a manager
occupati
in
is
between
consequently
12
Social
change'.
because
work,
that
mobility
the
career,
or other
has
ected
occupational
her
of
hierarchy,
occupation
linked,
obviously
peak
of
more responsible
an occupational
within
terms
to managerial
point
stepping-off
in
seen that
secretary's
'the
attainment.
Mobility
Social
the
as children's
an
same
In the
lk
edited
by Glass,
it
be directly
not
have
relatively
high
social
give
up paid
to
little
a prestige
to
opportunity
in
the
after
to
be of
background
comparable
take
most
first
lower
inwhich
women
of
women
married
the
child,
those
than
status
and education
status
occupations
up occupations
their
of
women's
society,
any case,
birth
by women tend
held
for
our
in
changes
scale
In
.
and where,
work
men of
intergenerational
of
comparable.
status,
occupations
thich
study
to men 'because
was limited
woulci
the
that
was stated
be willing
would
'
accept.
is
This viewpoint
"'levelling-down"
...
classes
is
regard
their
gainful
expect
their
future.
the
than
much less
result
the
of
daughters
attitude
on it.
depend
middle
It
earn
their
did,
that
who
and do not
phase
therefore
living
the
and upper
among girls
as a temporary
employment
'to
the
of
a widespread
men how they
to
by Viola
supported
of
15
Klein who said that
to
matters
or
their
them
pocket
money. `
as Glass
Saying,
are
to
not
directly
involve
comparable
a willingness
to
in
studies
into
take
for
a woman adopting'an
source
income,
motivation
a primary
and Hall
of
A comparison
interrupted).
and fathers'
and sons'
but does not necessarily
Research
undertaken
contrary
to
their
in
of
of
only
they
United
States
the
theoretical
temporary,
expectations,
seems
different
the
(because
occupations
different
by DeJong
et
not
be
or would
findings
cannot be validly
that
is
it
and daughters'
may produce
mean that
occupations
mobility,
consideration
fathers'
occ=ations
and women's
social
occupation
is
or
men's
al.
16
compared.
found,
a comparative
study
0
350
of
'The
and women.
family
showed no difference
patterns
mobility
extent
of
and occupational
that
possible
functional
Hence,
studies
is
to
A voman's.
men.
they
It
has been
her social
by Beclihofer
stated
'A singularly
r, f occupations:
of women and men on a single
argued
that
non-manual
male
vith
is
workers
clerical
This
class'.
it
that
girlsand
class'
clerical
view
same way as men?
social
measure
.
of
then it
should
all,
occupational
status
to
class,
class'
If
in
terms
OCCUPation
which
is-what
not be use.d in relation
351
is
of
alone
the
mobility
her,
is
as
style.
the
placing
It
...
has been
by many 'working
them on a par
'middle
be called
for
their
light
classification
scale
place
generally
adopting
their
to
the
performed
unreasonable
a
a different
to
problem
who would
from
and her life
intractable
is
being
for
as important
regard
and
occupation
choose
in
them
position
1T
work
these
males
than
them
seems to be unreasonable,
'middle
deemed
be
women
the
after
in
of
a blue-collar
exclude
may*be
also
makes the
for
motivations
may regard
occupation
to a man, in determining
in
is
and downward
mobility
to
Women do,
even though
female
occupations
di fferent
as a reason
It
resolution
upward
a father
women's
between
contended.
occupational
justified.
not
occupations,
from
using
occupation
a particular
to both
men
or may have
once the
mobility
having
a handicap
may be more of
female.
to
that
females
unsuspected
and blue-collar
white
indicate
have
a hitherto
7he barriers
...
between
females'may
theorists
impediments
role
ýmobility
is
there
to work
choice
than
for
conflict
between
mobility
may be exaggerated,
roles
more rapidly
changed
role
in
why should
occupation
not
in
an insufficient
argument
to men either.
suggests,
Bechhofer
goes on to
this
argument
this
kind
they
is
influence
a household
importance
It
might
their
of
If
is
own,
than
.
st atus
the
father,
tend
collar'
if
hand
away from
of
they
considerable
'
orientation.
other
itself
may be of more
derive
considerations
her
from
and as marriage
that*of
to-determine
her
her
are
home and
women,
she'may
than
of
any case normally
other
are
to work,
rather
increasingly
will
in
will
to'be
job
jobs
'white
with
and normative
the
of
in
be considerable.
they
married
hierarchy
the
as-women
on the
likely
contacts
even for
to
in
level
situation
assuming
occupation,
a woman's
so far
placing
As more women choose
position.
In
likely
their
or nature
importance
personal
fuse,
job,
be added that
status
of
husbands.
the
of
taken
work
on them is
as a source
as the
such
the
women, then
women, then
Vingle
in
on their
depend heavily
is
convincing.
contact
are married
form
due account
less
are-in
the
worlds,
'If
say,
husband's
roles
husband
own life
or
chances
and
status.
The social
in
the
present
in
study
investigated
has been
secretaries
two ways:
used for
as that
criterion
of
mobility
firstly
by employing
men, namely occupation,
the
same
and secondly,
through
marriage.
18
Lockwood maintained
been the
For
from
main
secretaries,
Chapter
higher*social
form
of
that-for
upward
however,
I that
classes
the
social
is
this
first
than
from
mobility
4ot
the
male
352
the
It
case.
women who worked
their
work has always
men, clerical
in
counterparis,
working
class.
has been
seen
offices
were
and from
from
this
0
the
that
Chapter,
in
social
are
female
from
social
cent
were
class
III
Consequently
he used
a rough
from
social
who
have been,
comparison
seems to
I and 11,25
social
than
cent
IV and V.
classes
be,
drawn
female
other
are
those
indicate
per
seem to
and still
background
class
social
different
from
cent
to
categories
classes
45
and
per
secretaries
a higher
from
have. fathers
the same applying to older as to
19
.
Lockwood described the occupations
of fathers
Registrar-General,
30 per
today
secretaries
and although
clerks,
used by the
that
of
I and II,
classes
secretaries.
younger
of
majority
clerical
workers.
job,
The secretary's
classified
the
of
or
present
secretaries
were
degree
a high
II,
I
and
as
that
would
daughters
of
be classified
"The
to
remain
spheres.
to
'
in
the
in
sons
Glass
class
seems ...
also
social
it
is
ý 22*
that
reported
353
class
category
20
mobility
social
classified
fathers,
be secretaries,
of
Woolf
a third
circling.
of
21
the
and hence
put
it,
leaden
a curious
fastened
I and II
classes
as their
As Virginia
possessed
upwardly
occupations
of men in
III.
secretaries
cent
of
sample
and managerial
same categories
keep any name to which
Mukherjee
study
in
to
of
same social
professional
the
the
cent
with
London
the
of
6 per
the
such men are more likely
sex distinction
liable
in
basically
as social
fathers
self-recruitment
of
Comparing this
mobile,
remained
So whereas
occupations.
tend
downwardly
cent
is,
the
of
is
General,
Registrar
stu c1y, 51 per
present
Mukherjee,
father.
as their
found
35 per
while
mobile,
the
the
non-manual.
occupations
have been
to
found
last
in
III,
class
as social
to
according
in
sons had
qualitys
the
lower
in
remained
the
similar
35 per
changed
status,
downwardly
cent
of
cent
compared
job
secretary's
had mothers
who had worked
in
the
downwardly
mobile
separately
those
and 16 per
who were
mobile
mobile
upwardly
(n=138),
a
who had
11 per
cent
had
cent
who had moved downwards.
her
with
mother's
Of those
59 per
cent
25 per
mothers,
cent
with
64
and
per
emerged.
some time,
as their
same category
cent
picture
at
two-thirds
secretaries,
was compared
different
a quite
the
upwardly
89 per
with
occupation,
were
were
(compared
fathers
of
Among mobile
mobile.
When the
secretaries);
36 per
moved upwards,
as their
same category
of
cent
secretaries
were
Taking
mobile.
38 per
who
cent
were
upwardly
(Table
62
downwardly
XIV. 3).
mobile
per cent
and
jobs compared with their
and with the Glass study of
Secretaries'
mothers',
XIV-3
Table
Secretary
compared
with father's
occupation
fathers',
their
sons and fathers
Secretary
compaTed
with mother'
occupation
Glass study:
Sons compared
S with fathers
A. All secretaries
Tfýn-don sample)
Percentage
of respondents
in
the same
remaining
category
as
occupational
i.
e. not
parents,
mobile
occupationally
35
59
33
11
38
36
89
62
64
-------------------B. Mobile
secretaries
Percentage
upwardly
Percentage
downwardly
It
stability
can be seen
between
mobile
from
fathers
mobilel
Table
XIV-3
and sons
that
the
as reported
354
amount
of
occupational
by Mukherjee
is
very
similar
to
that
between
who were
secretaries
in
the
mobile
between
pattern
and their
secretaries
can be observed,
are
fathers
separated
and sons
is
there
while
fathers.
When those
out,
and daughters
and mothers
discrepancy
a wide
similarity
a close
between
fathers
and daughters.
Secretaries
findings
and these
small
selective
II
and III.
less
are
group,
It
the
asked
of
offspring
the
the
of
mothers
in
suggested
In
the
one aim of
a source
secretary's
level
individual's
Th,-- above
daughters,
to
research
are
be
may be
encouraged
investigation
this
was to
the
examine
important
in
terms
for
women.
In
Chapter
mobility,
that
of"occupational
findings,
This
secretarial
is
career,
compared.
seemed to
cent)
workers
were
occupations
mothers.
adopting
with
secretaries
so that
(59 per
clerical
was considerably
compared
be directly
could
a
work,
or
as was
VI.
introduction
job
that
of
.
clas ses
there
sons,
brothers
as their
in
daughters
for
movement
social
that
regret
their
of
who had been
mobility
terms
of
same parents
Chapter
the
however,
more secretaries
their
influenced
in
is
from
of whom are
of women generally,
the
only
daughters-than
same oc6upationa"1.
because
social
for
representative
represent
most
occupations
Considerably
at
oourse
does appear,
It
fathers.
not
of
therefore
mobility
upward
their
not
the
secretary's
which
compare
inconsistent
with
of
is,
the
that
and
was shown that
movement
ocdupations
the
occupational
within
has an important
the'hypothesis
355
it
that
was stated
hypothesis
upward
XIII
job
it
of
that
fathers
the
place.
and
a secretary's
job
intergenerational)
downwardly
the
as their
in
compared
mobile
of
majority
It
their
In
careers.
their
fathers
were
necessarily
have been held
daughters
secretary
be the
a similar
at
the
key to
Another
were
to* be borne
manual
to non-manual
& form
of
who were
upward
in
work
When married
it
them.
in mind
is
itself
cent
only
and this
the. movement
sometimes
considered
so judged
most
stage
in
their
before
might
that
of
occupation
as their
study,
between
25 per
could
from
to
be
s had fathers
secretar
by this
criterion
alone,
would all be upwardly mobile.
job is not in itself
has been reported
It
up' while
hus .bands',
present
mind
that
jobs
careers
able to gain upward social
are secretaries
'marry
the
their
in
later
mothers'
a means of upward
measured by the classification
mobilitYs
marriage?
in
occupations,
If the secretary's
social
is
mobility;
iminual
these secretaries
in
at
similarities
point
in
stage
to
a generation
positions
their
tend
an early
may have worked
mothers
hence
at
is,
secretaries
of
however,
out,
higher
also
same level
and hence
or childbirth,
marriage
the
young
their
addition,
at
most
(bearing
mothers
be pointed
may attain
are
they
were
The secretaries
ahead.
were
(that
social
only
fathers,
their
should
secretaries
careers;
their
with
upward
Not
women.
secretaries
mothers).
their
a means of
comparedwith
mobile
London
0,f the
for
mobility
be downwardly
tbat
is
by occupation
as measured
men tend to
secretaries'
was found
that
of the occupation,
through
mobility
that
women generally
23
Imarx7 down'.
jobs were
z
41 per
cent
356
compared
of
with
husbands
tend to
their
had occupations
in
the
were
in
also
of
job
less
education
in
than
that
their
The occupations
were
Table
Social
husbands.
(Table
difference
Social
XIVA
class
five
in
of
their
that
study
was very
similar
London
secretaries
despite
of
fathers
and husbands
Social
class
(n=515)
of
fathers
1 and 11
52%
111
41%
111
37%
IV and V
5%
IV and V
6%
Not known
1%
Not known
5%
100%
social
that
class
IOU
of-secretaries
as the
greatest
were
married
proportion
to
men 1'n
had fathers
in
category.
Table
social
just
the
XIVA).
53%
II,
who
had.
wives
I and 11
proportion
a
or
nurses
of
(n=179)
The greatest
be in
were
wives
and husbands
of husbands
class
may be
considerably
or teachers,
husbands
fathers
to
secretaries
Managers'
thirty-four
of
This
category.
had received
wives
only
cent
they had been born male, but
24
Pahl in a study of managers and
The distribution
compared.
generational
the
for
53 per
while
if
than
had a degree,
managers
a lower
and typists,
'While
wives,
tendency
education.
secretaries
workers.
in
cent
the
of
reported
principally
secretary
was lower
which
differences
wives,
were
only
not
their
social
and 5 per
a'higher
aI reflection
level
as their
same category
class
XIV. 5 shows that
category
married
the
gTeatest
men at
357
the
proporfton
same level,
in
each
except
for
those
Text cut off in original
Although
the
had occupations
felerks
(one hundred.
be at
the
that
in
stages
early
cent)
of
cent
cent
of
be married
under
all
were
most
of
their
and
years
*It
is
can be assumed to
interesting
was higher
for
thai
were
age and most
of
in
than
the
about
secretaries
fiance"s
careers.
either
to
note
social
classes
husbands
the difference
although
Of those who wepe molAle
husband's
three-quarters
approximately
mothers
fianc' 6B who had occupations
in terms of prospective
undertaken
and by motheri
asked
London
thirty-five
significant.
was not statistically
husbands).
all
frequently
(53 and 52 per cent respectively),
or fathers
of
fathers)
all
individual
single
hvLsbands was
of
most
Sixty-two
their
of
proportion
I and 11 (60 per
to
all
hence
twenty-five,
under
cent
the
secretaries
wha worked).
engaged
to be married,
engaged
15 per
25 per
fiances.
by their
held
9 per
mothers
all
of
cent
number
occupation
and twenty-nine,
Women who were
jobs
single
(forty-seven,
by fathers
greatest
London
of
II,
class
(twenty-seven,
been the
had also
husbands
of
as social
by the
and cashiers'
39 per
number
classified
undertaken
occupation
This
greatest
job
(thirty-five
were upwardly
secretaries),
and one quarter
downwardly mobile.
Single
job
they
would
ideally
anticipated
as herself,
most
ideally
A future
replies
might
marrying
not
I and II,
the
were
majority
architects,
in
was open-ended
in
I.
by farmers
Th-- most
what
was
as ecretary
same background
form
and
Where a
were in social
three
359
It
of whether
the
class
asked
have.
classifiable.
except
followed
to
were
who was of
easily
social
marry
be obtained
The question
were
to
husband
a person
job was named, all,
specific
groups
or not.
the
of
like
indication
some
that
hoped
like
who would
secretaries
classes
favoured
and doctors.
In
fantasy
terms
the
However,
area
involved,
for
the
professional'
in
terms
of
interesting
did
not
status
intrinsic
for
him,,
relevant,
obviously
paying
in
the
what
applicants
the
locate
husbanft
present
25
nurses found
for
working
Fifteen
as a secretary
occupations.
been
their
company were.
status
because
their
occupation
gave them more access
to. such men,
compared
with
who had entered
occupations.
a higher
marry
London
sample
work
(Appendix
said
they
from
social
one from
might
other
were
had.
social
Married
they
asked whether
question
Half
classes
have been
occupations.
1,
social
class
of
no. 86)
the
I and II,
III
expected,
The majority
met at
from
manual-and
of
of
the
these
360
one from
husbands
secretaries
in
the
husbands
(12 per
III
class
social
were
were
non-manual,
class
in
at
cent)
(eleven)
work
social
to
contemporaries
secretaries
and twentyýtvo
eight
most
their
had met their
husbands
by job
asked
more likely
men of
job,
mobility!
were
of
study
be
to
social
high-status
in
that
it.
they
An American
be
a man and not. his
with
prospects
hopes
should
question
had actually
study
marriage
the
chances
that
was examined
for
married
their
in
'a
their
it
be happy
old
they
heed to
women to
Two employers
too
were
that
little
The possibility
might
he should
instance
that
be,
Forty-
expressed
job,
the
to
or teaching.
forty-nine
of
husband
a future
for
more
by stating
preference
like
in
replied
occupation,
nature
they
some protesting
enable
their
business
the
of
or that
felt
or
secretaries
would
executive';
the
care,
they
be upwardly
to
wish
mobile.
single
advertising,
'an
or
would
expressed
in which
example
emphasised
six
of
Fifteen
of work
cent
downwardly
cent
majority
terms.
general
the
6 per
and only
mobile
50 per
least,
at
As
V.
non-manual
had married
men
in the same occupational
category as their
(nine),
fathers
while
(seven)
upwardly
were
mobile
number
as' were downwardly
a similar
(six).
mobile
* Although half
of these secretaries
at work who were of the same occupational
level
found husbands
as their
fathers,
was no higher than among those who had met their
the proportion
husbands outside the work situation.
This does not support
the hypothesis that the workplace is a major source of social
for womenthrough marriage.
mobility
is
There
a considerable
and marriage,
relationship
Bosses themselves
the
is
social
by virtue
are
secretaries
compared
with
their
marriage,
the
greatest
the
same level
was at
should
study
upon the
did
situation
mobility
It
(Appendix
married
mobility
majority
social
XV.
of mýLrriage
source
secreiaries,
of
The work
an obvious
that
to
according
mobility
occupation
this
upward
achieve
through
I
indicate
findings
The above
Measuring
however,
in Chapter
be discusssed
will
84).
no..
1, question
do not
vhich
boss/secretary
the
about
90 per cent of them are'already
since
partners,
are not,
mythology
of
not
the
of
social
as the
secretary's
an important
to
men of
the
job
job
mobility
men whose
father.
means of
upward
status.
drawn
conclusions
mobility
secretary's
361
high
clqssification,
when their
mobile
married
and social
of
Generallý
terms
job.
of their
proportion
be added that
occupational
classification
In
provide
acbess
Registrar
downwardly
father's.
through
perhaps
the
on balance,
are
from
dependent
by the
Registrar
If
General.
the
be covered
would
(Chapter
X),
different
more res -ponsible
secretarial
by the
title
were
suggested
reclassified
would
picture
jobs,
those
'managing
as social
secretary'
II,
class
which
then
a very
emerge.
Status
to discover
In order
of their
classification
its
of
views
own
(Appendix
comparison
housewife,
office
in
occupation
with
the
was selected
each of the
At the
which
mainly
are
women's
were
this
judged
most
'Housewife'
in the same light
included
in order
General's
same time
all
comparison.
as the
likely
is,
to
of
used,
have
course,
one with
come into
not
as are the others
given
by
filled
the
represent
which
contact
reckoned
classes
attitudes
about
replies.
social
secretaries
at work.
as an occupation
in the list
to see what a group of working
362
social
Had occupations
then
to
one
occupations,
affected
occupation
was the
profession
five
predominantly
have
men might
presented
at'least
the
of
a realistic
to
accountant,
so that
Registrar
by men been
used for
assistant-,
are
was chosen
I since
and shop
accountant,
filled
relationship
'Accountant'
class
of
by saying
in status
florist,
waitress,
The list
and so provide
women,
clerk,
nurse
exception
secretaries'
occupations
The occupations
cleaner,
was represented.
with
was above, below or equal
teacher,
that'order.
of other
no. 72).
1, question
were
in
it
coincided
General's
they were asked to compare their
a selection
they thought
whether
occupation
status,
with
own occupation
the Registrar
whether
it
was
women consi dered
the
relative
to
given
status
basis
the
Many women today
job
a
much
as
Housewives
are
their
responsibility
their
they
replies
gave
the
category,
is
domestic
most
duties
purchasing
power,
and hours.
of work,
but
they
given
to
not
it
is
the
official
thQugh
26
even
the
in
only
in
econony
their
mention
is
known.
inactive'.
in
forces
potent
and
despite
as economically
are
not
was
housewife
occupation,
on unpaid
treated
this
occupationý'of
one of the
that
No explanation
social
terms
an employment
of
in
status
statistics.
official
The social
to
be.
of
as any other
are
power
earning
to
inclusion
that
engaged
employed
of
on which
of work
previously
terms
the
consider
'Females
that
view
for
respondents
therefore
a housewife
of
category
the mcupations
of
each
class
used
Occupation.
given.
for
by the
Registrar
comparison
Social
is
General
as follows:
class
Accountant
Teacher
Nurse
Clerk
III
- non manual
(Secretary
III
- non manual)
Shop assistant
III
non manual
Florist
Waitress
office
A.acording
job
is
IV non-manual
V
cleaner
to
above
shop assistant,
the
Registrar
those
General,
of waitresss
florist;
9:nd is
therefore,
office
cleaneri
below
accountant,
363
the
is
secretary's
equal
teacher,
to
clerk,
nurse.
Secretaries'
XIV. 6, once more it
form
the
that
were
the
of
salary.
secretaries
'equal'
and these
have
not
could
the
been
the
answer
secretary,
each
status
in
excluded
upon
despite
the
the
categories
from
the
calculations.
of
occupation,
felt
they
concerning
given
compared
of
as
respondents
The replies
facb
irrespective
all
cent
Table
that
with
of
below.
discussed
are
emphasised
question.
of
status
relative
the criteria
known,
10 per
approximately
addition,
that
not
filled
in
can be seen
status
made are
question
Eight
In
relative
should be stated
judgments
these
which
of
assessment
1. Accountant
Although
between
groups
classified
three
in
secretary's
the
it
the
that
is
accountant
such
as a doctor
as impressive
or
if
in
in
confusion
categories
works
of
the
class
term
office,
such
involving
therefore,
the
I occupations
'professional'
hence
The occupatioll
title.
of membership
accountant
retrospect,
social
the
a finance
Vorkers
per
cent
own.
It
high
status.
there
Perhaps
a company
professionals
of
is
has
some
different
and eost
a good choice,
to
or
In
and skills.
accountant
greater.
'accountant'
may have been
accountant
selection
appear
distance'
itself
training
364
would
themselves
call
different
as a Prefix.
that
other
'social
the
the
felt
have with
with
as chartered
was not
secretaries
as above
to
the
where
in
job
as contact
solicitor,
hand some clerical
work
their
likely
are
On the other
they
to
an unambiýralently
secretaries
not
of
12 and-16
was equal
have
cent
accountant's
between
job
does not
contact
the
status,
accountant's
that
66 and 76 per
represent
without
the
use
27
r.
>O
Q
t-
0J
H
0)
pl
et
t- of
119
_e
Co
m
\ýo
\Z
cn
fri
m
cm
_e
%Z
ri
O\
t--
Co
LA
_zr
_-:21
ri
OD
(>
r-i
cy
%Z
ri
cu
01
-1
%k
"0
r4
r-i
Co
u
ao
-e
%I0
CN
Co
0
OD
0
_e
0
0,
Co
r-i
cr,
r-1
0
r-i
cli
pil
ci
r14
>
O
0 ek
0
t-
r-i
Icz
>
r-i
O
(U
ýID
m
\O
C%i
cu
cli
CY
cli
cu
cy
UN
cm
%0
0
r-i
(M
\o
. (-i
H
mi
bM
0
Co
ri
t
_:
%0
r-i
0
.
43
p
r-i
11 w
9
&
u2e
1-,
0
41
>
O
du
(U
0
c4
0
Co
%e
>O
r.
0
nO
e
4-1
Ibe
VN
11
53 e
r4
ý
z
o
A<
0
0
P-4
r-i
UN
cu
u-%
cu
r-i
e'
t--
GD
Co
t-
Co
(X)
r-i
0
r-i
m
r-i
`1
r-i
0
H
_f
H
0
r-i
o%
ri
Lr\
OD
Pl
H
cm
r-i
cu
(n
\.0
m
Co
cm
.it
Co
cm
cq
t--
_e
Co
C)
t--
\O
Co
\ýo
Co
m
-2
-ri
.,e i
lf
-4k r-i
CM
t-
p2
r-i
%-%
-1
IA
«1 \,0
H
m
pl
r-f
r-i
H
1%0
t--
H
-
m
4-1
m JA
>
C)
to
(L)
0
4\
365
2.
Teacher
half
Approximately
job
teacher's
considered
a half
in
was higher
it
th&t
the
of
that
80 per cent of men clerks
Teaching
teacher.
level
educational
required
at
as much as teachers,
intend
to
Average
higher.
for
salaries
in primary
for
on age.
dissimilar
I
In secondary
schools.
and L1,090
91,884
Hence the salaries
secretaries
secretaries
carry
assessment
as equal
both
of
to
teacheis
earnings
to
in
be greater
for
non-graduates,
not
schools,
the
the
again
depending
are not essentially
in mind that the
29
twenties.
Senior
in their
duties
and so their
be unreasonable
may not
community
at
on the
However,
and responsibilities.
case of
non-graduates
bearing
out many responsible
and responsibility
to
if
the range was 91,324 - L2312
schools
of secretaries
of teachers,
from those
were predominantly
criteria
they
1970 ranged
in primary
graduates
if
age, and between Z1,058 and 11,776 for
on their
graduates
can certainly
may be as high
in
the
does not
potential,
women teachers
of a
although
Secretaries
earning
the
approximately
some teachers
as a secretary,
between Z1,291 - Z1,953 p. a. for
depending
for
entry
over
to
status
training,
years'
and their
make a career
in
status below that
by many secretaries.
held
that
found that
three
a third
own, while
was equal
rated their
requires
the
IQPS and NAPS, however,
own job
28
their
Ely comparison, Dale
teacher's.
earn
In
their
that
felt
secretaries
than
status
was equal.
considered
exceed
London
large
is
training
judged
generally
teachers.
3. Nurse
The status
in
relation
to
o.f a nurse is. considered
the
secretary's
job,
366
than
by secretaries
that
of
to be lower,
a teacher.
More
is
longer,
38 per
of
teacher,
of
IQPS and 47 per
is
while
life
matter
have
does not
It
is
dependent
general
has domýstic
It
status.
is
upon social
class
The social
that
92,844
30
likely,
with
teachers
is
basis
scales
for
as age,
which
for
the
It
may also
they
work.
the
are
in
their
In
nurse
senior
19'rO
at
nursing
a nurse's
upon
adversely
that
a teacher
stage
be that
may reflect
secretaries
the
for
be
the
of
nurses
a student
highest
greater.
by many to
on the
however,
background
among nurses
fiom. social
were
37 per
of
in
reported
status
and a nurse
cent
more difficult
two
in
in
secretaries
are. based
studies
of
South-East
classes
central
nurses
England
I and II,
of
to
secretaries.
establish,
Direct
but
Ploud
London
and teachers.
showed
compared
60 per cent
were from social
31
52 per cent of secretaries,
compared
is
training
human considerations
at
which
a
by a secretary
between
in
social
backgrounds.
out
cent
in
scales
L525 p. a.
a secretary,
that
carried
such
specialty
lowest
quite
class
than
37 per
or
connotations
between
was higher
variables
hospitals.
comparisons
A study
of
age to
of
because
establish
at the
from,
years
in
staff
to
hospital
and the
eighteen
its
hard
can result
considered
pay
status.
the
A nurse's
partly
of
cent
generally'valued
committed
of
is
a nurse
a secretary's
on a number
pay ranged
of
terms
Comparisons
receive.
and nurses
career,
than
an error
in
status
or lower
to
pay they
job
the
a nurse
in
since
repercussions.
responsibility
may be that
equal
whereas
are
especially
of
62 per
was equal
health
of
part
it
of
that
was above
secretaries,
that
community,
such momentous
and the
longer
the
death,
of
matters
made on the
or
London
that
was above
job
secretary's
NAPS felt
of
in
important
of
cent
job
secretary's
the
because
an error
of
cost
cent
surprising
as highly
the
had considered
than
a nurse,
This
that
considered
respondents
with
class
III
comparison
with
ý2
iind Scott
'professional
and 35 per cent
differences
These
situation
.
higher
members of IQPS
although
London, were from the same
outside
in London teaching
hospitals
A comparison
in grammar
or teachers
show a different
would possibly
schools,
secretaries
attracts
as the London sample of secretaries.
high backgrounds
nurses
employment
particular
London which possibly
lived
NAPS,
whom
of
most
and
with
the
class-backgrounds,
social
from
cent
from manual backgrounds.
may reflect
in central
were from
54 per
backgrounds,
and administrative'
'intermediate'
-P
from
11 per cent of women teachers
that
in 1955 reported
result.
4. Clerk
is
This
together
with
three
quarters
higher
than
and 10 per
they
thought
5.
cent
in
equal
were
of
links
More than
that
cent
their
was
status
L ondon secretaries,
of
IQPS and NAPS rýespectively
status.
Sh2p assistant
Although
their
in
officially
80 per
more than
6.
8
per
and
cent
12 per
while
clerk's
General
and sedretary.
considered
secretaries
of
the
typist
writer,
shorthand
Registrar
the
which
an occupation
cent
of
all
to be higher
status
the
same category
three
than
groups
that
of
as secretaries,
of
shop
considered
secretaries
assistants.
Florist
Among London
in
equal
status
job,
in
the
of
secretaries'in
than
to
which
secretaries
18 per
florists,
presumably
may be considered
all
three
groups
florists.
368
cent
based
on the
as a 'craft',
felt
themselves
considered
they
skill
although
had a higher
to
be
involved
the
status
majority
7,8.
and Offic*e
Waitress
job
in
was higher
these
together;
can be treated
they
both
for
The responses
cleaner
almost
than
status
occupations
these
two
the
felt
everyone
that U
so similar
are
secretary's
occupations.
Housewife.
did
Some secretaries
the
The response
rest.
37 per
some part
is
Status
work
encouraging
not
generally
paid,
job
their
that
40 per
of
while
do feel,
bec ause
in
status
of
the
housewife's
it
can be seen that
prompting
their
it
is-not
to
status
than
job
be low.
to
judge
their
own.
many secretaries
lower
work.
that
their
NAPS felt
may play
factor
however,
consider
of
considered
secretarial
any value
they
cent
cent
as a motivating
as having
secretary's
a secretary
to
return
mentioned
nature
the
was
may have
influenced
replies.
From these
their
than
may have prompted
the
groups
and IQPOSand 36 per
approximately
as being
three
all
housewife,
of
with
comparable
considered
that
sample
may mean that
of housewife
Alternatively,
than
Many housewives
The same attitude
the
cent
they
since
category
in
secretaries
women to
acknowledged
and this
strictly
lower
status
in
not
was not
That
women to work.
is
job
status
instatus.
housewife's
this
40 per
London
of the
cent
was equal
the
a higher
to be of
complete
of
approximately
consistent;
job
housewife's
the
that
felt
not
responses
occupation
Registrar
and indeed
has a higher
General.
may well
Their
than
status
are
likely
those
of
earnings
be higher
than
is
369
feel
many secretaries
accorded
to
it
by the
be as high
teachers
as,
and nurses,
it
it
although
is
arguable
Their
equivalent.
a higher
Whether
job
is
which
is
job
of
on the
ranked
is
There
eyes
of
as,
equivalent
in
fact
some way they
in
their
that
his
only
General
those
together
with
states
secretaries
Without
clerks.
make direct
to
clerks,
started
work
tasks
undertaking
s ocial
nurse.
people
who are
personal
in
the
attempt
to
own eyes but
in
under
than
socio-economic
term
is
not
to
consider
Most
their
earlier
reclassifying
secretary'
if
Private
Secretary's
Diploma
to which
secretaries
they
370
in
order
categorically
secretaries
now
more knowledge,
in
was needed
than
occupatiaal
and many are
considerably
'qualified
state
or typists.
capacities
that
factors
a different
particularly
group
these
of
and
and nurses,
possible
II,
class
such as the
the
involve
might
study
writers
more junior
which
groupings
teachers
to be id
shorthand
General
The Registrar
perhaps
it
deserve
and responsibility
skill
to
a separate
comparisons,
s ecretaries
category
have
that
social,
cultural,
recreational
33
In this
it is likely
respect
have more in COMMonwith
whether
a job
and
or
derive
actual
others.
similarities.
to
the
doing
a teacher
mix with
similar.
a considerable
manager,
to
status
upon
is
she
are
probably
undertaking
a junior
say
behavioural
with
is
secretaries
not
are
work,
and in
contact,
The Registrar
place
that
responsibilities
depends
she
administrative
status,
this
from
justified
If
level
the
social.
be
performs.
or
social
backgroluids
class
would
same
as
also
a high
status
rating
delegated
of
arr,ount
social
a secretary
which
their
whether
some secretaries,
or
have
or
jobs.
'managing
passed
its
belong
secretary'
an examination
equivalent.
is
described
The
by
General
Registrar
the
or
planning
the
general
from
as can be ascertained
relative
lack
limiting
factor.
of
Historically,
The fact
workers.
top
the
is
been based
with
the
dealings
Working
personally
secretary,
would
not
reflected
with
be within
in
such
terms
Indeed,
as she is
her
of
person
close
status
confidential
their
class
association
high
status
emphasise
with
in
those
who have
interested
a
and
family
or
friends
and getting
to
know him or
people
mix with
sphere,
371
of
has helped-to
feel
will
has
The social
most people
within
XIII,
nature
to
both
as
association
experience
relational
seen
Chapter
be a rewarding
able
a
Such a position
a part.
an individual,
can therefore
inasmuch
the
and may tell
contact,
in
an associated
an eminent
the
among clerical
has been
themselves,
however,
35
Lockwood asserted
that
them.
with
job
played
produced
status
by that
excited
it.
status.
powprs,
although
an elite
upon the
which
has no doubt
meeti ng with
chance
in
employers,
formed
status.
entirel_y
secretary
may be considered
as described
high
a senior
descriptýons,
secretary's
ladder,
not
secretaries
of high
who have
her
the
of
people
but
involved
higher
their
the
relatively
partly
status
work
origins
its
of
evidence
high
that
an employment
of
have
secretaries
of
qualifications
and supervisory
responsibility
personal
occupations
requiring
The job
job
general
non-manual
normally
planning
their
exercising
in
engaged
standard'.
does involve
certainly
not
but not
34
professions
degree
university
of
powers
supervisory
to
ancillary
as''Employees,
and this
and outside
for
about
a
who ordinarily
association
is
an organisation.
Furthermore
the
she expects
to
in
or
be necessary
would
kind
than
in
to work
the
in
to
same field
as,
to work
the
go through
in
her
to
at-tractive
which
she may be able
having
without
interest
of
who is
of person
For-instance,
women office
to
relation
is
to
felt
on this
high
Both
the
other
training
a doctor
say,
the
of
and secretaries
occupation
Firstly,
there
called
secretaries
and other
'real'
secretaries
had fallen;
was less
lower
factors
changes
in
which
status,
their
where
has been
prestige
changes
have
it
in
the
some of which
those
status
of
standards
may, however,
There
towards
these
been
mentioned
have
who were
that
was said
past.
contributed
had observed.
so the
workers,
secondly,
that
They
they
which
between
clerical
belief
had fallen.
secretary
differentiation
now than
the
expressed
on two main
to blame
other
this
of
tended
work were
so that
employees,
income,
to
less
paid
have been high
earnings
women clerical
been
generally
as well.
employers
status
secretaries'
be related
count
have
workers
workers,
men office
status
of
area
a teacher.
Although
in
the
education,
or
medicine,
that
find
the
can choose
own interests.
of her
terms
secretary
be
described
in
-
previous
chapters.
In the
nineteenth
journals
occupation
shorthand
first
place,
century,
and books
for
secretaries
when women first
rarely
women, but
as fields
most
which
mentioned
emphasised
were
in
worked
secretarial
clerkships,
appropriate
372
are women.
for
offices,
work
In the
contemporary
as a suitable
typewriting
them.
By the
and
however,
1920s,
job-had
aided
become established
jobs
office
in
to
that
of
status
even before
'The
of
influx
the
on the
occupation
the
the
general
how,
described
job
teller's
regularly
roles
from
in
United
the
that
the
a severe
prestige
that
type
of
the
of women in
'
is
Similarly;
of
status
an
a function
38
Prdther
feminisation
loss
out
stereotype
popular
occupation
society.
States,
in
work
lunmasculinel:
proportion
of
of women in
the
so the
this
as clerks,
the
status
has'resulted
secretarial
different
strengthened
status
the
the
because
being
a high
of
social
in
possibly
of
stigma
detracted
The effect
of women became
an occupation,
37
Lockwood has pointed
employed
and further
clerk
the
proportion
XV).
falls.
carried
greater
proportion
of
women might
as women enter
of women merely
occupation.
of
that
women were
terms
(Chapter
occupation
already
of work
in
men andwomen
found
the
occupation,
secretary's
which
was more complete
suitable
has been
It
to
over
so a greater
clerical
other
was particularly
assigned
men,
The takeover
than
World
as women took
from
secretaries.
field
First
as an occupation
Increasingly,
aspire.
of
by ihe
36
War, the
of
the
bank
for
the
whole
occupation.
Secondly,
increase
an
and
This
in
earlier
the
of marriages
represents
age of
actual
of women who are
numbers
number
the
marriage
numbers
from
increase
an
of
44 per
population
grew by only
women fell
from 25.6 years
291,000
55 per
cent.
iný1901
cent
the
The
secretaries.
in
1901 to
at
atime
The average
to 22.7 years
in
employment of many secretaries
careers
373
has affected,
who marry
to become
available
increased
and childbearing
452,000
in
1968.
when the
age of
in 1968.
are limited
unmarried
59
The
to the few
years
between
bi, rth
of
leaving
first
their
the
expectations*of
Thirdly,
jobs,
'secretary,
as a
to
Fourthlylarge
,
for
of
70 per
in
Competition
only).
'Any
said,
it
because
most
firms
large
rather
than
has to
have his
may have
and not
given
to
their
deputies
in
girls
getting.
'
rather
bored
pass
than
for
demanded
it.
within
As. one
.
nowadays,
employed
as a status
Every
typist
which
on simple
to-their
apd discouraged.
is
should
'
wrote:
symbol
man of
importance
he
little
work
called
secretary
the
go with
administrative
secretaries.
it
one person
hierarchy
how much or
of
VIII
Chapter
has a secretary
every
able
a personal
worked
service.
374
growth.
similarly
are
career
empi oyees
A secretary
n6 matter
to
the
(in
needs.
status
responsibility
prefer
exceeding
are
girls
be allotted
or Harry
Consequently
their
as a whole.
with
organisational
a necessary
enough
Many executives
secretaries
status.
secretary,
her.
to
of
secretaries
providing
for
a tendency,
or her
Tom, Dick
in
a secretarial
of
occupation
executive's
his
enhances
the
his
the
of the
confirmation
employer
cent
career.
as more experienced
executives
irrespective
was shown that
'In
has been
there
a proportion
of
upon those
services
women start
gain
employers'
'secretaries'
secretarial
same title
status
organisations,
secretary,
the
by the
down the
has brought
term
a long
become
that
reduced
job
demand for
fact
the
themselves
call
to
has
to
chance
adversely
secretaryls,
able
turn
and the
reflecting
by no means'all
Although
supply.
group,
the
to
owing
in
This
are
girls
them no real
giving
whole
make the
to
who wished
first
child,
and knowledge.
experience
institution
or training
school.
job.
matters
This
results
In
reputation
of being
women will
no longer
they
because
the
lowers
can't
status
were
think
of
to
else
These
then
'The
have
are
is
if
Perhaps
I list
you will
two of
us have
the
capable.
vegetables
afternoon
in
work
or
three
in which
any kind
This
work,
the
peeling
time.
library
the
of
has
the
p6tatoes,
lunch
Thirdly,
all
books
a week,
be experienced
Firstly,
our
two of
that
only
credit,
none
us doing
the
bulk
we are
the
only
two of
and sit
peas,
the
secretarial
alone
in. working
375
in
practice
them buy
every
dicing
them manage to
of
and how
fallen
to
hour
shelling
lowering
and prejudiced.
general
Friday
every
in
how the
bitter
being
approach
Secondly,
observed
the
situation.
in
nothing
for
examinations
results
of
a reduction
has to
CSE or GCE, let
usual
during
the
who are
situation:
I work
sound
failed
towards
of work
tolerate
of
failures
graphically
place
they
unless
fall.
also
described
understand
qualifications.
to
this
and girls
who can think
contributed
examples
has even
others
the
likely
and I'probably
office
the
or, those
at her
atmosphere
the
only
feel
I attended
work
courses
responsible
seemed to
to be believed
their
it
If
which
secretaries
of
ones
secretarial
secretarial
A secretary
employers
of
anti
are
status,
standards.
of
take
'
do and I
to
else
one
become secretaries
many girls
The GrammAr school
standards
changes,
a secretary's
readily
anything
was very
to
The comment of
feel
to become secretaries,
do,
standard
'I
job.
the
of
channel.
other
every
encouraged
of
view:
the
more intelligent
the
it-.
to
has acquired
work
and undemanding,
this
encouraged
not
secretarial
be attracted
I was eighteen
until
in
boring
supports
secretary
if
fashion,
a circular
hours
Friday
carrots,
read
of
At least
course.
etc.
two
Fourthly,
their
took
office
hot
this
during
desks
whilst
into
her
bathing
oil,
sunglasses
for
looking
system
Any suggestions
with
regard
'There
To the
first
do it
three
well
the
the
higher
staff
the
posts
in
week,
and below
are
better
commercial
content
to
houses,
these
earn
where
good vork
is
class,
as they
tend
typing
are
10s.
offices
rarely
to
15s.
done'deplore
to
lower
In
the
wages. '
376
ýhat:
typewriters.
class
employed
are
of
typists
and take
a week.
influx
standard
and
worked
are
both
30s.
inferior,
Typing
of
form
secondary
above
receiving
the
1898
was said
whose work. is
girls
you
women, who probably
hours
A second
"If
4c,
These
shorter
given.
salaries
of
the
for
receive.
of
cries
new.
educated
languages.
where
I was to
"'
of
and
study
my
which
it
grades
an
a secretary,
of
ideas
not
filing
whole
indignant
is
were
I thought,
last,
yourself.
distinct
belong
class
houses,
better
across
they
that
the
'typewriter'
of
know one or more foreign
in
darting
What a shock
met with
occupation
are
suntan
with
function
the
standards
of poor
the
to
the
me.
made were
The complaint
At
practice
a good idea,
that's
think
into
had prepared
P. S. Dip.
the
could
We were entertained
reorganise
appreciates
put
accounts
them changed
herself
I was told
on efficiency.
which
I could
One of
occasionally
ny interview
and advise
the
they
that
green sun hat.
apparition
in
girls
order
and adorned
someone who could
organisation
where
wages.
two
in
the
had
blown
sheets
which
away
wage
During
....
the
and a lime
the lawn to retrieve
breeze
in
costume
of this
by the sight
outside
preparing
sunbathe
the
weather
the
a
and who
offices
latter
of work
and
Some of
to
the
increased
occupation.
for
is
money and hence
for
value
'austerity
they
secretaries
the
restore
entrants
as an alternative
use of
typewriting
central
In
to
other
getting
and give
of
economic
'shake
out'
those
The high
to
occupation
calibre
The increasing
larger
secretaries
pay may
higher
occupations.
in
between
organisations
office
and other
presented
because
asked
Replies
the
to
their
generally
nos
73 and 74).
in
Tables
XIV. f and XIV. 8.
it
was considered
status
situation,
two
question
that
and in
the
other,
this
with
were
asked
and at
their
Their
replies
were
questions
might
one case
show that
questions
Both
there
in
where,
they
status
1,
social
-1
the wider
be experiencing,
might
(Appendix
towards
feelings
any dissatisfaction
extent'of
towards
feelings
of work
place
the
secretaries
their
about
discover
to
order
which
status
in
the
are
pay
may be re-established.
workers
are
of
the
to
a period
to
facilities
difference
the
means that
In
tend
to
of
have
standards
underemployed.
attractiveness
status
they
that
ensure
work.
grossly
the
more employers
be encouraged
may also
who are
will
demand has led
enhance
the
may, however,
present
may demand higher
more responsible
secretaries
turn
that
more they
at
Increased
may in
possible
the
secretaries,
place
status.
which
salaries,
It
in
fall
the
counteract
taking
changes
be differences
the
reference
the
work
separation
was
situation.
was
justified.
As far
ma,jority
although
with
the
as London
(61 per
cent)
a quarter
status
of
secretaries
were
thoug4t
the
were
satisfied
it
concerned,
with
war, too low.
secretary's
job
377
in
their
the
status
great
at work,
Fewer were happy
general;
only
32 per
cent
Table
Status
XIV-7
of
a secretary's
LONDON
(n=515)
job,
in
IQPS
(n=170)
general
NAPS
(n=73)
Too hi gh
18
5
5
Too low
31
67
68
32
15
11
19
13
16
Just
Don't
as it
should
be
know or no reply
100
Table
xiv.
8
Status
of
a secretary's
LONDON
(n=515)
Too high
Too low
Just
Don't
as it
should
be
know or no reply
1010
job,
at
IQPS
(n=170)
100
place
of work
NAPS
(n=73)
3
2
3
25
43
45
61
45
47
11
10
5
100
100
100
378
and 18 per
low
too
the
concerned
that
;
their
secretary's
the
did
than
the
raise
On the
general
her
the
of
large
companies
are
where
they
only
work
in
reflected
to
consider
secretaries
to
be the
said
an executive
where,
peak
for
example,
and deference-is
be confirmed
wefe
was
to be the case.
high
earnings,
one
seriously
professions
paid. '
general
both
aim of
that
the
and at work,
This
secretaries.
the
reflects
to
organisations
the
of
job
to
Often
have
question
their
a high
may also
any approach
her
to
what
(Chapter
her
her
379
status
in
especially
boss
receives,
secretaries
would
XIII).
Many
or personal
status
as a consequence.
pay an employee
status,
was the
judge
her
secretaries
a secretary
organisation
in
the
Such an attitude*was
asking
careers
being
than
rather
management.
thought
a large
was found. more in
employment.
top
shown to
by the
in
somewhat
there
and yet
something
dissatisfaction
of
to
A secretary
career.
is
was
secretaries
IQPS and NAPS felt
both
it
felt
occupation.
for
they
in
low,
considered
replies
is
there
Secretary's
place
particular
that
relatively
expressed
status
whole,
status
the
of the
status
been
are so poorly
London
of
to
leading
attitudes
do think
was too
sample
figure
the opposite
more members of
status
latter
was low,
their
and nursing
Considerably
cent
can demand a very high wage while
amiss when a secretary
such as teaching
have
who felt
'I
remarking,
secretary
This
status
of
31 per
while
high.
indications
may be a consequence
This
in
too
proportion
a significant
be,
should
cent
all
unexpected
deeply
was as it
it
considered
is
summit
of
at work
assistant
a secretarial
to
made through
Work status
and indeed
be high
her,
may
secretaries
more were
who earned
than
at work
in
of
the
were
is
and 56 per
also
and pay did
to be related
factors
such as the status
between satisfaction
general
status
of
status
with
the
secretary's
was considered.
41
Crozier maintained
the
was that
at work
satisfied
them of. higher
6tudy,
no relationship
work
job
or
any desire
satisfies
A reference
group
a person
standards
of the
social
origi
.ns were
among the
'
between
social
the
secretary's
of
status
In
present
background
job
the
assured
common
the
class
be because
not
which
and position
position.
may simply
for
with
colleagues
their
either
at
secretary's
status.
'reference
as described
himself;
group'
by Runciman
may be of interest
42
is
a) the
group
b)
the
group
from
which
comparis on;, and c)
.
the
group
from
whichthe
compared
of
their
status
This
general.
The concept
which
the
social
had a role
was found
towards
and feelings
they
whatever
satisfied
were
higher
with
of satisfaction
criterion
be congruent
should
while
status,
people
in
job
unless
at work
one important
that
'Employees
work.
outside
his
range felt
at work is likely
to other
when the
occur
not
P410.05).
in the upper
The association
of the boss.
4.10,
=
1 d. f.
secretaries
than did
tied
quartile
This
at work.
()ý,
those
lower
the
and inter-quartile
quartile
Status
of salaries.
is
status
status
of
cent
in
those
of
significant
to be too low,
status
cent
their
with
67 per
less;
their
with
in the lower
to pay because it
job
who earned.
statistically
More of those
quartile
to be more satisfied
satisfied
were
earnings
their
those
quartile
upper
difference
found
380
here.
with
he derives
is
comparison
A reference
may have
group
function,
or both.
situation
or
'normative'
his
If
might
associations
The occupation
individual
a similar
of
esteem
occupational
had she been born
achieved
only
until
a good substitute
in
occupation
Although
which
London
being
It,
for
the
status,
would
not
is
many
'secretary'
these
terms
found
detailed
with
their
and all
to
appears
to
reflect
for
reasons
with
that
the
that
status
to
group
and
sought
job
381
would
be
function).
be related
other
to
earnings,
considerations
approximately
in
general,
that
is
status
of
such
one-third
IQPS and NAPS members
devaluation
involves.
an
of
suggest
general
social
as a substitute
a secretary's
and two-thirds
be unreasonable
linked
be considered
(normative
the
then mixing
mentioned,
have
at work,
a higher
from
was
mobility.
Where she was seeking
male.
atwork
which
because
adopted
she might
marriage,
secretaries
dissatisfied
which
A
she mixed
upward
were
one whose
takes
as a reference
just
might
her
have been
in turn
as boss
of
status
been
a secretary
class
own.
a person
for
situation
than the secretary
background
the
for
If
his
which
a desire
have
group
is
a background
company with
office
function).
which
a 'normative'
or
with
from
were
satisf)r
the
was using
people
with
one from
may consequently
(comparative
class
the
of
reference
contrasts
a secretary
that
than
is
group
he belongs.
that
a 'comparative'
either
a person
attributes
reference
more modest
he feels
which
A 'comparative'
standards.
work
and to
extended
not
known.
dissatisfaction
the
term
Professionalisation
One way to
have
and some secretaries
in
examined
of
a felt
regain
this
Associationof
, of knowledge
among their
the
The use of
status,
as Millerson
to
an organisatioft,
conduct
designated
in
able
is
employed.
of
intending
A study
job,
as a
than
rather
opposed
the
in
that
It
would
a trade,
fall
if
'the
adopted
their
to raise
mere formation
of
professional
to
occupation
professilonalise,
a certain
secretarial
thought
on the
be
to
wish
standard
of
their
of
basis
of
future
training,
in
association
that
work
be
knowledge
skill,
found
students
and interest
'secretarial
was pointed
1891 had described
and not
been
group.
a majority
as a profession
dedication,
the
vork,
as
salary.
The belief
is not new.
45
as a pressure
upon when a member of their
44
independence
responsibilitY,
to
of
secretaries
the
to
that
can be relied
and expertise
communication
'
attempting
employers
assure
by the
members and control
entitle
as a profession.
Secretaries,
to
certificate
out
Institute
examination,
frequently
in order
points
immediately
does not
has
organisations
a qualifying
and by acting
groups
43
the
the
Secretaries
'profession'
tem
Both
route.
by means of
members,
professionalise,
professionalise,
Personal
in the past by occupational
although
to
is'to
status
this
tried
Secretaries
The National.
of
attempted
have
study
Private
Qualified
loss
the
and feared
Itypewriters',
work,
could be a profession
out in Chapter
occupation
of
'typewriter'
that-the
status
were
all
not
382
I that
of
highly
R. V. Gill
as a profession
the
whole
competent
occupation
workers:
'In
occupation
for
the
with
public
their
to
order
The writer
intelligently
on to
of type-writer
before
higher
or
system
for
to
Advancement
or the
consisting
work,
whether
managers
and such
other
persons
interested
women's. work
as will
the
Association,
the
and rules
the
for
to
who may belong
More than
sixty
There is
46
vhich
little
the
The former
attributes
are
of
said
the
the
advancement
and aid
have
past
functional
types
as the
various
while
in
engaged
of
formulating
resolutions
in
type-writing
'
two main
the
would
assistants,
make certain
those
Type-
of
connected
or
IQPS and NAPS were
selects
professions,
to
offices
to
as
much shorter
practically
support
all
such
Profession
the
up a
an association
title,
formed.
agreement on what constitutes
have been made in
models.
of
Society.
later,
years
has described
Johnson
adoption
adopting
that
in
being
object
examination
suggest
of
impossible.
profession
c) keeping
of
theii
give
the
pupils;
those
of
as
is
that
b)
(something
like
can get
preliminary
a distinctive
with
they
advancing
would
-I
inspire
and so long
instruction;
for
the
with
that
broadcast
of
instruction
the
belief
successful
to
necessary
by a) enforcing
accepted
Copyists",
be preferable),
which
'means
be fonred
"Association
Writer
suggest
of work
standard
society
scattered
of
is
the
are
are
a thoroughly
executed,
copyists,
pupils
a better
in
confidence
workers
went
women it
educated
copying
incompetent
type-writing
render
of
'trait'
'traits'
the'lattbr
relevance,
383
a profession.
analysis
of professions
'functionalist'
and the
as constituting
describes
either
the
for
elements
society
'
of
'trait'
the
the
of
the
the
but
criteria
however,
He grades
the
its
over
control
different
circumstances
skill
the
to
able
three
its
types,
under
it
involves
training
by
competence
to
the
first
a code
these
of
a term
given
develop
a considerable
content
its
and
they
is
profession
three
is
users.
.
co nsideration
into
taking
which
says
requires
good;
to
of
instance,
'profession'
members,
into
occupations
public
that
has been
which
an occupation
of
feels
majority
the
any case
by adherence
maintained
the
the
demonstrate
must
for
in
are:
the
may conform
bw4L.
last,
the
not
Johnson,
degree
is
Sýecretaries
organised.
to
knowledge;
is
but
for
a profession
professional
service
to
conform
Millerson,
cf
integrity
a test;
conduct;
not
on theoretical
basic-characteristics
profession,
named.
features
essential
and education;
passing
would
Proponents
relationship.
on the
agree
define-a
usually
based
a skill
do not
secretary
characteristics
that
professional-client
be used to
of
occupation
the
model
should
which
for
or
as. a whole
The types
practice.
are:
a) collegiate,
'where
and the
in which
b)
manner
patronage,
manner
in which
c) mediative,
in
the
'in
the
they
in
in which
of
profession,
would
accountants
employed
nor final
in
his
consumer
'
and the
own needs
g.
State)lmediates
the
and consumer
are
if
it
were
where
for
384
defining
both
met. '
'patronage'
organisations
responsibility
for.
the
of
and
producer
the
needs
catered
party'(e.
they
the
defines
c6nsumer
secretary,
into
fall
are
to be met'.
between
and manner
needs
'a third
which
The occupation
exclusive
the
are
defines
producer
these
which
relationship
needs
the
their
to
be regarded
type,
in
they
have
services;
the
as a
same way as
'neither
ultimate
in
authority
the
the
patron
her
requirements
In
to
look
into
enquire
the
in
of
of
or
in
fulfil
she must
a manner
service.
that
possibility
Johnson's
secretaries
it
terms,
that
control
with
names his
similarly
Which
standard.
lies
and product
The employer
a high
degree
the
at
process
a secretary,
of
with
order
of
become a profession,
might
to
'
or patrons.
accords
which
assessment
is
necessary
have
secretaries
their
over
Ioccupation.
is that
One limitation
the
actual
is
work
that
very
nature
to
given
of their
Although
their
a high
that
tasks
role
This
perform
in
service
the
with
the
knowledge
and skill
vocabulary
which
is
known by most
simple
to
acquire,
are
which
not
to
be able
and neither
areas
to
wishing
basis
for
it
its
a technical
but
to- standards
are
services
basis
members of
uniquely
exists'
a would-be
in
based
to
of
professional
385
uses
body
a
skills
Wilensky,
will
a technical
find
link
'
used
any occupation
both
and convince
office
the
over particular
48
jurisdiction,
trustworthy.
if
group
'must
of -training,
called
and knowledge
skills
authority
terms
to
must
has
and practices
According
an exclusive
boss's
free
means that
occupational
the
of
professional
assert
and jurisdiction
that
a monopoly
the
but
best,
be able to gain jurisdiction
exercise
it,
people
the
the
not
Wilens'ky
what
occupation-is
then
and knowledge.
skill
of
the
on which
claim
will
in
This
to
perform
47
jurisdiction'.
a 'threat
exclusive
are
others.
lies
also
over
by their
they
consider
control
in
is
it
dictated
are
means that
of
problem
may aim to
standard,
way they
expectations
A particular
they
them to
requirements.
particular
accord
do.
they
work
have little
secretaries
For
skills
such
skill
the
public
secretaries,
and knowledge,
as IQPS are
able
to
exert
the
over
barrier
in
lies
group
interviewed
(held
,,
by all
first
of
these,
(9 per
cent)
two organisations
the
In
publicity
the
NOS
being
winner
Although
sixty-four
the
of
is
third...
a result
of
to
event
keep
had hiard
employers
them
heard of it
and some of the others
eleven
them
of
Three had heard of it
of British
of the examination
Industries'
organisation
of the Private
and Diploma.
Secretary's
of
the
backing
organisation's
announced,
whereas
year',
the
eye.
public
about
the
Private
they
had
'vaguely'
the
either
The Financial
limited,
impression
For example, ''one employer
Diploma, "I believe
that
Times,
knowledge
of real
was therefore
an incorrect
in their
imprecise
through
The extent
386
and
and extensive
journal,
and the organisations
of knowledge may go with
the
seemed very
Commerce.
Chamber
London
the
of
or
the lack
said
in
second
IQPS having
are
the
of
awareness
regular
'secretary
Diploma,
Confederation
the
of
Commerce who publicise
examination
of
had heard
cent)
of
of the
Diploma
Association
cent)
IQPS receive
of
S*cretary's
The relative
probably
results
The employers
Institute
the
of
National
(23 per
a professional
public.
(30 per
Secretary's
knowledge of, it.
own members, not
considered
Private
or the
forty-nine
entitled
have no special
the
Sixty-four
addition,
when the
the
had heard
IQPS),
Chamber of
London
existence.
they
Secretaries,
members of
of
twenty
the
if
Secretaries.
Personal
being
secretaries
recognition-by
asked
Private
Qualified
to
obtaining
were
over their
only
as a whole.
occupation
A further
the
jurisdiction'
an 'exclusive
of the
commented
it's
a pretty
and
qualification.
'
of Qualified
Private
rate
second
'Institute
It
and loffputting'.
might be expected
organisations,
particularly
concerned with
personnel
assistant
personnel
are
for
exists
Several
had been of
members of
of promotion
of
of
one of
that
some
of
qualifications
of those
highest
the
that
it
their
most
qualifications
either
in
-
improvement
financial
me at all,
by
recognized
For example:
has not been recognized
or
qualification
was not
London.
outside
benefited
hasn't
'In
my present
company,
the employment of clerks
qualifications
secretarial
the staff
the
suggests
one third
aware
them had
of
for
the
other
it - does
although
peopTe. '
impress
for
question
them because
those
'My P. S. Dip.
it
words
this
(one)
manager
sixteen
only
IQPS complained
use to
little
purpose
staff
personnel
secretaries.
especially
employers,
not
were
concerned
the
since
enough,
(one),
director
Diploma;
category;
(one),
supervisor
Tn fact
into
looking
seriously
secretaries
that
not
were in this
(eleven),
Secretary's
Private
the
employers
directly
(one).
supervisor
and staff
of secretaries.
office
officer
of the two
who were directly
employers
personnel
personnel
manager(five),
of
(one),
would
some employers
and possibly
interviewed
(four),
Victorian
was rather
that
and the placing
manager
office
were
heard
those
of the employers
Twenty-five
Secretaries'
title
the
that
remarked
of the examination
know more than others
they
Another
un it
Diploma.
interested
For
this
whilst
setting
standards
(many of whom'are graduates),
my
Neither
were
counted
for
in encouraging
reason,
387
high
I
cannot
nothing.
girls
honestly
to train
for
recommend
to
bother
to
girls
by employers.
be appreciated
'Pad
to
Unless
In
have
.,
groups
their
are
claims
possess
before.
persons
would
to
for
of
administration,
The advantage
and languages.
enables
to
a secretary
more areas
training.
even further,
than
is
the
towards
and methods,
and the
is
to
an employer
case
as a result
of
a mo)re usual
realisation
388
of
course
University
a secretary's
course
business
assistance
the
and
a study
be of
and the
English,
degree
latter
IQPS goes some way,
for
and a knowledge
the
of
work
procedures
office
and includes
business
statistics,
knowledge
the
of
Strathclyde
of
professional
Training
meetings,
organisation
business
before
standard
of
further
considerably
accountancy,
commerce,
at
to
of knowledge
a profession.
a knowledge
'that
Theoretical
others.
The University
goes
secretaries
a body
as a high
as well
procedures
affairs.
current
of
reports,
themselves
call
many
have
would
be necess-ary
would
be that
to
including
organisation
of
skills
write
to
to
available
IQPS includes,
ability
secretaries
be entitled
like
may find,
49
'
themselves.
'
most
secretaries,
them acquiring
generally
as practical
members of
and skill
necessitate
by those
professionalize
by no one but
would
be considered
could
the
honored
they
was not
to
few
impressed.
not
recognised
to
value
say that
to
certainly
eýnployment,
attempting
seem to
little
of
enough
and are
are
their
does not
has been
be bold
it
of
knowledge
The actual
as well
Diploma
I will
heard
with
occupational
which
fact
it
since
'
such qualifications
concerned
closely
the
say,
me so far.
employers
it,
for
work
of
State',
that
in
it
many
secretarial
Strathclyde
job
as a
in
profession
before
a tiny
fraction
is
- that
merit
before
of
would
but
careers,
indeed,
before
by the outside
proposed
acquire
indication
some positive
necessary
to be recognised
need
by
was reached
Many,
is
-
over their
any control
level
secretaries.
their
knowledge.
of
length
a similar
a qualitication
are likely
attainments
of
a body
of
an equiva lent
throughout
knowledge
useful
possession
courses
be established
more than
of
the
of
many training
However,
to
terms
professional
their
world
and
can be
status
achieved.
Public
recognition
by a feeling
limited
group
occupational
a wide
possess
being
work,
threat.
such
time
and are
ov-n area
is
however,
of which
to
Until
to be seen as inconvenient
breach
knowledge
unlikely
could
be
by an
possessed
practitioner
that
regard
as secretaries
responsible,
in
of
incompetence
activity,
than
rather
one essential
be seen
to
said
incompetent
an
is
society
0
for'their
Confidentiality,
terms
of
is
as threatening.
aspect
of
a secretary's
a danger
as constituting
or
'
has little
personal
who supervise
other
A secretary
although
those
has only
delegated
boss's
her
may lead
is
channel.
for
then
is
status
actual
that
such
knowledge-base
accountable,
likely
which
not
the
as a profession.
occupation
This
is
professional
if
that
be dangerous,
would
of
of
authority,
status
to
her
made-easier
One boss
many years)
rather
than
was able
his
to
presumably
she could
equally
individiLsl
whom she dislike6.
gain
used
secretary
drop
in
resides
as a personal
to
I
when she is
within
may have
staff
which
attempting
said
authority
power
She usually
some.
her
as a reflection
attribute.
in
ways
other
as an informal
communications
(who had been with
someone's
convey
an organisation,
name-if
an edverse
Another
said
she liked
impression
that
him
his
of
secretary
him;
an
was too
he suspected,
this,
where
diary,
she has thelDwer
Junior
to
find
her
to
'the
describe
to
art
of
To see whether
work
they
work
situation
in
were
(Appendix
any way
1,
to
the
the
that
replies
it
but
nature
been
to
valuable
in
influenced
their
the
London
in
611 three
of
NAPS).
have
asked
groups
thelondon
That
employers
sample,
they
more members of
both
their-working
purely
cent
it
Fewer
of
recognised
this
they
had
have
was not
57 per
the
their
cent
environment
done.
of
secretaries
boss
IQPS and 48 per
IQPS and NAPS than
in
subjective
had been
but
of
their
boss
would
they
while
at
be thrown
might
whether
some way,
390
for
in
their
retrospect
had influenced
43 per
use
used by Roff
It-is
were
secretaries,
had done so.
felt
or
Isubvision,
51
s9me light
In
in
matters,
below,.
question
situation
order
Such techniques
IQPS and NAPS felt
of both
vork
on certain
so-and-so'.
in
had influenced
that
influence.
secretaries
had influenced
latter
says
a secretary
67 and 68).
questions
of
building'
had made any changes
they
any way by their
Three' quarters
changed
felt
was considered
areas
on possible
cent
they
'empire
they had any influence
felt
they
A
Blank
boss.
from
managing
whether
if
or
her
with
secretaries
asked
were
appointments
boss.
to
'Mr.
under the term
power could-come
gaining
views
ideas
their
promote
boss's
was prone
to
people;
some power.
to. her
way by saying,
boss's
the
her
access
be deferential
might
what
out
limit
other
gaining
of
secretary
her
get
exec utives
to
his
said
and attempted
to
from
her
has control
a secretary
employer
him
shielding
was a means of
Indeed
third
A
in
overprotective
London
and their
(36 per
cent
of
secretaries
bosses,
training
that
suggests
The kind
influence.
brought
of
all
the
boss
place
over
bosses
two
be in
to
to
in
the
the
undertaking
issues
the
improving
were
of
delegated
work.
informally
with
adopted
of
promotability
majority
the
persuading
by
secretary
were
of
taking
Influence
nature
which
on the
cases
However,
influence
was
their
on
members
showed
replies
and. efficiency
organisation.
boss.
their
to
The barriers
of
their
1.
The extensive
they
of
3. A lack
outside
secretarial
of
terms
as:
by others,
skills
e. g.
typists,
by secretaries.
secretaries
with
only
consequently-there
minimal
is
lack
of
occupation.
of secretarial
qualifications
by those
associations.
over
their
own work
content.
or power
they
may possess
is
control
5. Any authority
their
the
to
of recognition
the
4. A lack
or training,
entry
basic
monopolised
týemselves
call
education
over
control
not
their
in
professionals,
can be summarised
control,
use of
are
becoming
secretaries
occupational
Many people
from
in
It
circumstances.
make suggestions
staff.
managerial
levels
to
able
of
particularly
work.
changing
discussed
often
of matters,
a predominant
2.
with
appeared
they
said
a variety
so that
deal
had been
which
and improvements
more responsibility
give
and were
the
to
she was capable
Secretaries
situation
of. systems,
reorganisation
frequently
demonstrating
of
reorganisation
that
time
to
or her
him
work
wake increasing
their
and correspondence
stated
the
in
changes
information-retrieval
repeatedly
of
of
included
about
bring'in
and seniority
employer.
391
delegated
or
derived
At the
JQPS as a 'qualifying
greatest
value
benefits
of
best
-'the
reaching
#1
it
to
element
are
as sincere
attempts
Our society
profits
the
by their
the
of
process
in
professionalisation
Britain
is,
and that
time.,
equally
described
become better
to
the
This
all
standard
confidentiality.
they
may
that
commodities
392
have
a
for
which provides
limits
of achievement,
has been
interest
does not
based upon seniority
to be recognised
organisation
as an 'occupational
of
association
of an examination,
the members' desire
NAPS.
among qualifying
qualified,
These are both valuable
Otherwise
(thirteen)
traits
of
of
a profession.
e,,'ridence of a certain
organisation.
One study
ethic
membership being
but the lack
even further
occupation
conform to only one of these
an explicit
NAPS, by contrast,
aad experience.
external
of
examination,
secretaries,
become
may not
secretarial
a number
so far,
having
features
Regarding
qualifying
job
of professionalisation
as more secretaries
other
exhibit
improvement,
self
and determined
52
'
Neither
presence.
listed
Secretaries,
-
associations.
In
the
immeasurable,
and
gain
a long
the
of
the
of
says,
professi6nalisation.
the
progress
measured
which
54
traits,
to
not
of
begun and time has been found to be an important
53
just
in
is
work
a secretary's
The organisation.
consider
an associatim
undeniable
by means of
future
to
as Millerson
associations
status
in
its
say that
standards;
a recognised
say that
than
rather
to
not
raising
founded
a profession.
has only
is
qualifying
were
effort.
is
in
be more accurate
might
association'
This
professionals.
it
time
present
might
said
as a professional
about
IQPS applies
more accurately
group'.
be
There
and that
secretary
of
are
is
for
have
to
not
by their
accepted
medi'cal
colleagues
consequence
doctors,
to
subservience
be asked
the
whether
in
them
nurses'
to
on the
question
like
secretaries,
knowledge
of
would
and which
This
been
and their
keeping
justify
used to
body
as a profession.
having
referred
Nurses,
secretaries.
lack
their
of
assistance
status
enable
It
....
into
her
the physician's
make
assistant
55
I The fact that a secretary
is
colleague. '
to
individual,
an
rather
function,
office
general
been
has also
predominate,
bureaucratic
controls
to
seek professional
to
defer
to
women than
means they
work,
which
Womens
to men.
and are
importance
less
therefore
less
by improved
knowledge base,
and by reliable
an assistant
a skilled
and
mobdity
person.
in
occupations
imposed
less
to
to
their
with-a
consequent
likely,
to
autonomy
family
role
as a reference
claims.
professional
may be achieved
qualifications,
393
grant
their
their
accept
be more willing
colleagues
in
women
and less
to
said
willing
pressing
to
on them,
attachment
to
which
more likely
are
by secretaries
training,
does
rather
performing
upward
Women are
is
men and society
give
are
status.
Professionalisation
future
her
that
claimed
as social
such
group
may limit
a person
to become a professional
56
aspirations
It
being
than
been
may
...
inevitably
not
than his
be
has then
doctor
the
of
which
a 'caste-like
success
low
as
however,
may,
in
kept
of
occupation
some bearing
a distinct
their
of
the
has been
acquired
them to be recognized
ýthe
latter
may have
which
professionalisation
said
(the
nurse
of
'Bemi-profession')
between
similarities
certain
are
widening
together
in
the
of
their
with
the
general
part
lost
their
regain
improved
trade
unions
has said
that
of
Prandy
and trade
bodies
basis
of
growth
have
same time
provide
an
between
professions
underlying
ideologies
- trade
unions
with
their
between
'white
collar'
unions,
while
has been
professional
tactics
trade
In
association.
there
orientations
join
to
willingness
of
of
a rapid
associations
trade
uhions.
individuals
is
Women are
unions.
less
likely
belong
to
a trade
four
of women workers
is
a 'Union member, compared with
male
workers,
to
38 per
and they
cent
of
form
the
only
work
24 per, cent
force
of
numbers of women shop stewards,
union
activity
responsibility
has been
for
the
not
the home and family
11
94
,
men - only
only
seen
far
one in
one in two
T. U. C. membership
58The
country.
of
and a passive
explained
Many women have
responsibilities.
than
union
small
generally,
and
professional*associations
bargaining
the
of
professional'
The IQPS on this
prestige.
have become blurred;
the
while
which bestow a qualification
unions
some of
employers,
as a professional
differences
the
adopted
their
though
only
difference
bodies
enhance
One indication
in
may not
essential
bargain
be considered
years
and trade
their
which
or
maintain
would
recent
in
the
are 'status'
associations
to
is
unions
'class'
seek
secretaries
the
ai
on the
such'qualifications
changes
but
prestige,
of
service.
Membership
are
value
By these
euployers.
of
the
of
recognition
by their
full-time
in addition;
towards
attitude
additional
jobs
-this,
but
combined
th4ý negative
with
In
taking
London,
part
1,
One secretary
further
belonged
secretaries
the
where
the
secretaries
is
with
their
employer,
and this
themselves
are'union
members.
then
no conflict
working
side
management
bosses,
with
closely
industry.
of
belonging
to a union
situations
and this
What is
and of
is that
would
perhaps
It
NALGO.
Militate
instead,
allegiances,
of both
appear
On the
vorlds.
helps
to
trade
union
to
raise
their
helps
to
that
that
secretaries
so few secretaries
for
union
were
almost
there
might
while
their
-
10 per
cent
standards
both
IQPS
as to
their
members of
in
their
be getting
the
other,
of
of
exclusively
membership
on the
395
to
work
action.
as vell
was no conflict
be said
bosses
the
with
collective
a trade
bne hand the
status,
raise
that
they
they
since
when the
identify
reason
members
and identification
be expected
against
is
surprising
associations';
would
are
belong,
true
to
the
seems
A
many are employed in isolated
NAPS members belonged
tprofessional
tend
Another
It
to
tend
to
Twenty
membership
might
would
National
the
(cAwu).
particularly
It
to
an industry
also
their
is
by secretaries
for
association.
within
between
there
Union
will
of
(NALGO) and three
a staff
of workers
majority
then
a union,
to
all
Graphical
of
belonged
Officers
Workers'
wid. Administrative
Clerical
belonged
Almost
.
Society
accounted
secretaries
cent)
no-70).
the
members of
and fifteen
(6 per
question
Goverment
Local
of
hundred
(SOGAT) and are
by some unions,
membership and the comparative
59
thirty-three
newspapers.
A.Ssociation
of
were
affairs.
five
(Appendix
Trades
for
the
survey,
(twenty-nine)
working
that
the
union
and Allied
union
of
out
in
a trade
them
the differential
of women in
inactivity
to
attitudes
to explain
helps
'adopted
women
towards
of
best
IQFS or NAPS
membership
employment.
of
a
is
The picture
secretaries
compulsory
only
the
two
rest,
who belonged
(Appendix
membership
IQPS and NAPS the
of
two members of
to
unions
of
not
to
a trade
It
but
with
were
In
may be that
the
status
or
means were
396
London
for
all
sample
for
the
members
the
chose
to
members of
class
in
was
voluntarily;
and with
these
more interested
by whatever
the
However,
NAPS, they
asking
membership
union
was reversed,
IQPS and one of
a question
their
whether
no. 71).
question
situation
concerned
situation
unions
to
replies
was compulsory.
voluntarily.
organisations,
employment
1,
to
belonged
secretaries
of
NAPS were
by the
Clarified
exception
belong
IQPS and
considerations
improving
at their
their
disposal.
REFERENCES
CHAPTER XIV
1.
General
2. Weinberg,
BSA Working
3.
Office,
Register
Classification
Aubrey and Lyons, Frank,
Party on Comparability
of
Classification
of
of
'Social
Class
Data,
October,
(above),
Occaations
Occupations,
I-R.
Iso,
1966.
and Status',
1969.
pp. x-xi.
'Social
4. Bernstein,
Basil,
Class and Linguistic
Development:
A
in Halsey,
A. H., Floud, -J., and Anderson,
C.,
Theory of Learning',
1961, pp. 288-314.
Free Press of Glencoe,
Economy and Society,
Education,
5. Goldthorpe,
.
Class
British
pp. 143-4.
6. Runciman,
Preference',
7. Dale, J.
1962, p. 28.
8. Lockwood,
Books, 1958,
9. Warnock,
453.
p.
10. Bechhofer,
Comparability
11.
Weinberg
John H.,
Structure'.
'Affluence
David,
Review,
Vol. 11,
and Lockwood,
Sociological
and the
no. 2,1963,
Class and Party
Self-rated
W. G., "'Embourgeoisement",
Sociological
Review,
Vol. 12, no. 2,1964,
pp-137-153.
The Clerk
R.,
in
Industry,
Liverpool
University
Press,
"David,
The Blackcoated
pp. 126--ý_.
Mary,
'A Sense of
Irony',
'Occupations',
Frank,
in Social
Research,
and Lyons
Colin,
12. Bell,
1967, p. 44.
Middle
(above),
Wokker,
New Society,
2nd March,
1972,
(ed. ),
in Stacey,
Margaret
Heinemann,
1969, p. 101.
p. 20.
Class Families,
),
(ed.
Social
V.
D.
13. Glass,
Kegan Paul, 1954, P-5.
Unwin University
Mobility
Routledge
in Britain,
and Kegan Paul,
Routledge
and
14. Glass, D.V., and Hall, J. R., 'Social Mobility in Great
Changes in Status', in
A Study of Inter-Generation
Britain:
1-78.
),
(ed.
in
Social
Mobility
Britain, (above), p'.
Glass, D. V.
15. Klein, Viola, Britain' s Married WomenWorkers, Routledge
49-50.
Paul,
1965,
pp.
and Kegan
16. DeJong, Peter Y., Braver, Milton J., and Robin, Stanley S.,
Occupa:tional Mobility:
'Patterns of Female Intergenerational
Occupational
A Comparison with Male Patterns of Intergenerational
American Sociological Review, Vol-36, no. 6,1971,
Mobility',
pp-1033-1041.
397
17.
Bechhofer,
18.
Lockwood,
19.
Lbiý.,
(above),
pp. 101-2.
(above),
preface.
P-111.
'A Study of Social
Ramkrishna,
20. Mukherjee,
Mobility
Between
in Glass,
D. V. (ed. ), Social
Three Generations',
in Britain,
Mobility
(above),
p. 287Virginia,
21.
Woolf,
22.
Mukherjee,
Three
(above),
Guineas_,
Hogarth
Press,
1938,
P-87.
p. 271.
'Social
Jerzy,
Mobility
23. Berent,
A Study
and Marriage:
in Glass,
Trends in England and Wales',
D. V. Ced. ), Social
(above),
in Britain,,
p-327.
24. Pahl, J. M., and Pahl,
1971, P-109.
R. E.,
Managers and their
Wives,
of
Mobiliýy
Penguin,
25. Pavalko, Ronald M., and Nager, Norms, 'Contingencies
of
Men', Social Forces, Vol. 46, no. 4,1968,
Marriage to High-Status
pp-523-31.
26.
Classification
Terence
27. Johnson,
41-3.
pp.
28.
Dale,
of
(above),
Occupations,
J.,
(above),
Professions
p. x.
and Power,
Macmillan,
1972,
p. 28.
29. Department of Education
64-5.
4,1970s
vol.
pp.
and Science,
Statistics
of Education,
for the Health
Councils
Services,
30. Whitley
Nursing
and
in Salary
Increases
Staff
Scales.
Midwifery
Training
Allowances
and
Staff,
Charges for Lodging for Resident
NMC Circular
No. 152,1970.
31. Bendall,
of Learning
32. Floud,
and Wales',
Free Press
Eve, The Relationship
Between Recall
and Application
in Training
Nurses,
Ph. D. thesis,
London University,
1973.
Jean and Scott,.
W.
in England
to
Teaching
5'Recruitment
in Halsey,
A. H., et al.,
Education,
Economy and Society,
o-fGlencoe,
1961, FP--.527-544.
33. Classification
of OccupatiRns, (above), p. xi.
34. Ibid.
35. Lockwood,
(above),
p. 22.
398
36. Bain,
Clarendon
37.
Sayers ' The Growth of
Oxford,
1970, p. 14.
George
Press,
Lockwood,
(above),
White-Collar
Unionism,
p. 124.
'When the Girls
Move In: A Sociological.
Jane E.,
38. Prather,
Journal
Job',
Analysis
of the Bank Teller's
of the Feminization
4,1971,
Family,
Vol.
the
33,
Marriageand
no.
PP-777-82.
of
.
in
39. Kay, F. George,
1972,
Newton Abbot,
The Family
p-13.
40.
A Dictionary
of
1898, p. 147.
-The.
Mrs.,
Phillips,
Women's Institute,
Transition,
Employments
The World of the Office
41. Crozier,
Michel
1ý65,
102.
Press,
Chicago
p.
of
42. Runciman, W.G., Relative
Deprivation
Routledge and Kegan Paul, 1954, p-543. Millerson,.
Geoffrey,
in Professionalization,
David
(above),
University
and Social
Justice,
The qualifying
A Study
Associations:
Routledge and Kegan Paul, 1964, P. T.
45. Gill,
R. V., 'Is Typerwriting
*Educated Women?', Englishwoman's
46. Johnson,
Open to Women,
Worker,
See Their
David, 'How Secretaries
Management.$ October, 1968,. p. 44.
44. Willings,
and Training
and Cha rles,
Jobs'.
Personnel
Occupation for
a Successful
Review, No. CCIX, 1891,. pp. 82-8.
PaSsim.
47. Wilepsky, Harold L., 'The Professionalization
of Everyone? ',
Vol. LXX, no. 2.1964,
American Journal of Sociology,
p. 148.
48.
Ibid.,
p-138.
49.
Ibid.,
p. 142.
'The Theoretical
J.,
Limits
50. Goode, William
(ed. ), The Semi-Professions
Amitai
in Etzioni,
Free Press,
New York, 1969, p. 296.
51. Roff,
Man@,
ýentý,
52.
Journal
H. E., 'Subvisioql,
of the
Vol-37,
no-332,1955,
pp. 98-103.
Millerson,
(above),
of Professionalization's
Organization,
and Their
Institute
of
Personnel
p. 220.
D. J., and Thomas, M. W.,
53. Hickson,
Measurement',
A Preliminary
Britain:
pp-37-53.
399
'Professionalization
Vol-3,
Sociology;
in
no-1,1969,
54. Ibid.
Fred E.,
55. Katz,
Free
Organization,
'Nurses',
in The Semi-Professions
Press,
New York,
1969, PP-75-6.
and Their
L., and Simpson,
56. Simpson, Richard
Ida Harper,
'Women and
in the Semi-Professions'
in The Semi-Professions
Bureaucracy
ýork,
Free Press,
Their Organization,
New
1969, p. 199.
57- Prandy,
Kenneth,
Professional
'Half
Barbara,
the
58. Gunnell,
Vol-54,19721)
Society,
Industrial
59.
Pinder,
Pauline,
Employees,
Country's
p. q.
Women at Work,
PFP,
4oo
Faber
Brains:
1969,
and Faber,
and
1965.
Women and Unions'.
PP-585-9.
CHAPTER XV
THE SECRETARY'S JOB AS A TRADITIONAL
FEMUE ROLE
A
is
'A role
others.
is
role
ib
is,
It
a part
assume other
of course,
which
with
attending
behaviour
and different
On the
Jn the
do
exist,
women
and
effects
in
of
certain
they
they
cultural
ways,
expected
and women to
in
to
ly
pressures
evening
but her roles
than
4o.L
be aggressive,
represent,
of
have
true
as
have
by no means disappeared.
achievement-
gentle
at
and. submissive.
between
and behaviour
which
the
at home in the evenings.
be passive,
attitude
frequent
rather
have
different
At times
between men's and women's roles
still
differences
and is
from others.
she stays
that
supposing
involves
roles
more about her work,
century,
and dominant,
apparent
behave
last,
men are
whole,
oriented
While
to learn
differences
Although
the role
same woman may have to attend
may demand that
mother and wife
day play
ýnd student,
Each of these
expectations
this
in order
in a single
usually
instance,
for
works as a supervisor
class.
may conflict:
diminished
where a
and how they
situations,
supervisor
children,
an evening
classes
times
employee,
mother,
is
married
she
roles
from the theatre,
more than one role;
play
at different
a woman might
-of wife,
to
relatioh.
assumed by one actor in a play where others
1
Roles define roughly how people think
parts. '
Individuals
do behave.
in
someone acts
a metaphor
in
behave
to
certain
ought
others
the
in
a capacity
least
encouraged
biological
in
men
part,
people
to
determinants.
between
differences
-average
the
in
public
are
into
turned
the
with
a picture
great
dispersions
average
differences
of
that
differences
probably
The differences
version.
result
of
dispositions
andwomen's
implications
and the
grasped,
not
men's
an oversimplified
may be exaggerated,
overlap
have been over-emphasised
at timds.
2
'the scientific
out,
reports
on
has pointed
Holter
As Harriet
reach
differences
these
Furthermore,
between
and
men and all
all
women. '
traditional
Recently,
in
and women play
the
has received
greatest
generally
than
although
their
or
prescribed
been
the
of
attention
the
it
since
there
very
are
to
be in
that
roles
questioned;
is
to be more disadvantaged
roles
role
they
distinctions
who find
their
with
of women
who are
by sex
many men as well
conflict
men
personality
inclinations.
become established,
Once roles
for.
participants
approval
he earns
serves
Initiative
job,
the
on
success
who, is passive
reward,
the
the
them,
his
economic gain,
esteem
of her
gain a secondary
provides
for
her economically.
accorded
in
in predominantly
of
who do
example,
the
which
confirms
reward
the
with
social
his
norms
feelings
of his
can also earn secondary rewards such as
She may also
terms
for
reward
those
punish
conformity
and seeks protection
high
and to
as a primary
to
tends
society
initiative,
and reinforces
masculinity
sex role.
to
conforming
'When a man takes
not:
of
have
socieýy
considered
men,
expectations
ridicule
and political
thereby
femininity
power.
A woman
earns a primary
by herself
and others.
reward, such as a husband who
3'
Punishments by society
are often
and loss
female OcCupations
402
of
status,
may suffer
so that
a loss
men
of status
the
from
'feminine',
of being
stigma
achieve
eminence
in
accused
of being
'masculine'.
There
to
adapt
their
roles.
Holter
in
sex roles
presents
the
since
be a reluctance
of
abandonment
and passivity
attractive
to women as power
of
out
that
to
privileges
in
may,
present
as men
Protection,
be as
culture,
and self-enhancement
4
'Increasing
stake.
at
often
individuals
women as well
are
the
are
world
part
has pointed
old
dependency
man's
on the
a threat
to
women who strive
business
an aggressive
may also
ambiguity
while
the
at
expense
'
to
men.
are
women
of
or
Men 'tend
to
exceed
women in
mathematical
impersonal
Women on the
and rules.
ability
to make the
framework;
in. responding
the
from
as apart
in
one;
application
to have
also
but
expressive
and feeling
labelled
the
problems.
with
service
I
from
the
advantage
of
than
it
as apart-from
the
Women tend
than
to
than with
formal
a given
situation,
in
what
in
403
language
Barnard
Chester
illogical)
with
be more conciliatory,
...
precise,
necessarily
and mathematical
competition
meticulous
They tend
outlines.
be confused
formal
men in
exceed
and communication;
to
structures
a new and original
not
in
objective,
structures;
of broad
mathematics;
(not
in
6, given
and creating
thinking
and in
within
to
qualitative,
lnoný-logicall
rather
relationships
fixing
in
to
to
capacity
of
tend
and Family.
Career
new patterns,
...
rather
the
than
the
definition
sympathetically
interiors
methods
hand
of
Sex,
and generally,
and the
best
rather
rather
and informal
to
with
ability;
other
abstracting
dealing
in
to
through
thinking
in
described
forcefulness,
and mechanical.
biologically
men s4id women, whether
been
and break
a situation
abstract,
have
determined,
culturally
analyse
between
differences
Observed
approach
concerned
Their
training
5
to
tends
be specially
than
rather
family
important
qualified
it
in
an interest
many ways:
which
relationships
high
women with
and in
to
less
matter
personal
them with.
in
living
of
standard
to
For
recognition
and personal
with
leave
problems.
money is
capacity
tends
and to
groups,
and small
concerned
earning
as a symbol
terms
the
of
of professional
personal
men in
to
and
But it
makes possible.
women than
people
terms
of
power
and
i
Women are
as such.
wealth
concerned
less
than
balanced
with
These
consistent
such
is
'There
set
of
top
achievement.
'
differences
are
differences,
in
individuals
and
education
That
to
attribu
whereas
of
between
6
in
these
groups
in
fact
time
immemorial,
ILhey will
.
are
regard
since
are
women of
substantial
both
between
different
now mostly
background,
social
women may result
they
have
been
in
society
'the
idea
serving
makes them more submissive,
it
common
by employers.
there
between their
the compatability
roles
7
having
Zweig has commented of women, that
them,
is
'
and training.
in
it
women an undifferentiated
from
ingrained
field
and not
although
characteristics
of
way,
are not applicable
as universal
all
not
a particular
differences
they
Le to
be,
men to
an unspecialised
of each sex,
be seen
respect
secretaries
average
to
characteristics,
differences
only
proportion
a tendency
in
success
consequently
differences
than
ambitious
achieving
with
to a considerable
for
but
unambitious,
necessarily
more likely
as quite
natural
4o4
that
their
obedient
they
are
partly
and at work.
of
service
men since
and surrendering.
ordered
about.
They don't
to
and to
serve
to
is
That
regard
not
They will
thinking
higher
is
what
often
higher
to
jobs".
That
supportive
riaiks.
"They
who say:
men,
of
assistants
there
is
why they
not
applicable
definition
so
are
as the
function,
happy
a way which
work
ar
following
those
it.
with
accords
including
role,
particul.
placing
while
in
to
and do aspire
role
many who are
their
of
their
with
are
behave
to
seek
is
picture
discontented
positions,
and modesty,
study
submissive
who are
submissive
wheel,
any
'
this
They actively
the
and foremost
by managers
or
their
up with
They do not
...
jobs
as helpmates
good as secretaries.
to
whole
rather
as competitors
secretaries
the
to
put
as a cog in
better
referred
and long-
more patient
be used
to
are more willing
more frequently
about
positions,
themselves
Although,
to
more ready
without
performing
aspire
They are
oblige.
They'are
They
as much as men.
and placid.
suffering
job.
back
answer
with
a
self-effacement
emphasis
upon their
examples
from
the
present
illustrate:
'Although
possessing
heard,
but
not
seen
smooth running
first
importance
not assume personal
should
she disagrees
with
'She should
him happy,
nag but
relaxed
gently
as possible,
being
unless
of the office.
and foremost,
being
in status,
heard is vital
be
to the
the boss
to him even when
doing. '
look
after
her boss's
but
ready
for
the
utmost
his
should
respect
loyal
absolutely
a secretary
post,
She should
what he is
see that
take
important
a very
telephone
405
interests
She should
work.
work
calls
and keep
is
never
done as quickly
properly
and never
him,
embarrass
due to
She must
and worry,
overwork
...
him up when he is
including
in
sharing
down,
'A secretary
her
boss's
load
work
'I
to
her
occupation
she should
be responsible
to
take
care
is
'A secretary
of being
aptitude
for
her
the
best
boss
not
quibble
help
modern
and his
to
to
primary
I believe
him of whatever
interpret
to
work
akin
work.
his
boss
her
She should
good natured,
and is
ability
her
the
boss
moods
and have
for
retain
her.
careful
If
of
necessities
of
have
one's
late
respect
she works
to
her
appearance
secretarial
hours
appreciate
406
work
secretary.
a well-appreciated
any way and
and so on. '
femininity,
living.
the
calm, have
as much as she can in
tempers,
of
to
'
her
relieve
a wife.
have
as many bosses
stresses
I believe
of
full.
the
to
and like
respect
sympathetic,
about
to
efficient,
him
be a good, and-hopefully,
She should
be able
be something
since
enough
like
and can command some of
she will
necessary,
a part
and be discreet.
should
of
as he should
of her
if
him.
with
rapport
a good
taking
initiative
enough
She should
about
of
place
boss
she can and sensitive
and wishes.
cheering
things
She should
know her
is
detail
him.
a secretary
of mercy
an angel
be capable
and use her
that
feel
him
him. '
with
worries
l
from
however,
She should,
irritability
for
and. failures,
reminding
should
supervision
without
triumphs
mýiters.
personal
his
his
of
eyes
make allowances
and share
his
in. the
him right
putting
clients.
or
callers
always
although
this
in
the
being
competitive
to
a nursemaid
to
his
do all
I
work
Such comments remain
i
to
'A private
of her
but
her;
she must
not
She must - be content
work
machine
agree
if
but
are
that
think
'They
it
'It
not
years
pass
reflected
glory
to
be the
drop
is
of
not
in
oil
she may
upon
search
it.
of
makes the
which
ideas
to
always
and principles,
the
backgro-und.
1
natural
role.
Men
in
be kept
a career
shining
necessary
employer's
must
is
go out
attitudes:
6ut
acting
is
their
boss's
the
a wife
is a theory
does in
she would
If
comforting.
to
'A secretary
then
given
women first
you
are
and
unhappy,
her and she is the one who gives
with
a businessman's
what
being
as the
a secretary
very
are
encouragement
of
'
'
foremost.
discuss
advice
right.
that
they
'Secretaries
been
always
be outwardly
to
not
with
8
you are
after
her
with
that
ago:
It
these
to
like
course
obviously
attempt
shared
Some employers
of
good humour. 1
hanker
to
differ,
hers
with
not
smoothly'.
entirely
is
must
true
a little
that
realize
is
and willing
efficient
eald try
years
secretary
It
own.
but
consistent
forty
almost
secretaries
boss,.
your
when you have
triumphant
too
as a matter
to
aqcording
wrong
it
whatever
accept
...
boss,
one's
be'a
worry.
'
of mine that
the
a secretary
The secretary
wife.
home,
should
better.
you
from-a
have-e-n
secretary.
40-T
does in
backing
admiration.
1
is
an extension
the
up point
for
her
office
of
boss
view.
and
'
In
the
strongly
disliked
enforced
upon. them,
frequently
of being
the
there
were
submissive
role
contrast
striking
together
they
who
felt
was
implications.
being
so much of
They
office
but
wives,
servants;
office
'I
am looking
feeling
of
for
I feel
just
and not
boss
the
the
at
is
often
and be able
to
duller
things
which
harp
on the
subject,
but
of
regarding
1
a ski"-y.
regarded
as a
be given
she should
hate
moment -I
someone like
a secretary
by her
responsibility
for
around
cum typist.
waitress
job
another
running
'Unfortunately
work
secretaries
which
its
with
not
complained,
those
more
do some interesting
he has passed
over. I
'Sorry
irritating
to
habit
etc.
waitresses,
the
here
secretaries
the
celebrate
and washers-Up.
to
is
work
would
not
there
is
feel
clear
running
have
very
that
an office
to
example,
to
party
act
as barmaids
a 'glorified
been
for
for,
If
chosen
say,
Ixere
a secretary
really
the
work,
for
way in
should.
be seen
4o8
in
often
my
as the
I
there
is
where
is
are
career-minded
*'
twenty-five
which
it
you
letters,
writing
s.elf-expression.
a secretary
at
but
slave',
someone and not
secretarial
for
frustrated
job.
about the secretary's
around
opportunity
'Having
For
soon.
women,
'
so technical.
enough
out
to
dreadfully
as odd-job
and invited
success,
opportunity
never
die
invited
were
quiý6e as bad as being
subjected
job
firm's
secretaries
really
have no illusions
'I
not
should
the
I often
years,
make it
some bosses
and not
heard.
'
In
XII
Chapter
feature
as a particular
This
is
role
which
fact
that
of
often
is
it
in
keep
is
but
there
but
are
dependent
and time
the
office
as I. m the
has
They are
upon,
creation
just
a relationship,
of
from
the
if
Perhaps
as the
dislike
this
is
inevitable.
an 'office
between
both
not
the
as marriage
is
and
wife
towards,
income
is
role
'
the
supportive
for
work
making
wife',
them where
only
be
might
'I
.
girl
it
administering
it
efficiently
individual
a particular
and servant
remarked,
only
and for. many secretaries,
status,
light,
many similarities
disliked.
apart
consuming.
going
coffee-making
domestic
task,
been termed
often
a housewife.
also
the
One secretary
The secretary
indeed
the
with
or
they
which
a more therapeutic
differently.
and coffee,
jobs
symbolises
associated
unskilled
to
stimulants
viewed
tea
is
it
tea-
cited
their
of
because
possibly
considered
were
some secretaries
and
seen
between
as the
husbands
and wives:
'This
almost
matter
sales
like
out
his
vulnerable
too much.
or
find
whilst
that
I enjoy
(like
she will'be
going
working
the
job
- personalities
A man may employ an accountant
than
others,
if
a man that..
no matter
hog
He vill
departments
home early
for
like.
or
surely
out.,
certain
interesting
are more
favours
occupation
does not
secretary
happiest'when
then
a very
representativehe
'I
work
is
if
the
and types
and some bosses
we axe slack),
I like
work
dole
I am
and respect
is
not
of
and
my favourite
subject,
or
I
do. longer
Compatibility
time.
thing
I-wouldn't
be
could
the
for
work
that
claimed
.an administrative
the
do all
the
for
to
probably
performs
secretary
the
take
his
the
a 910
menial
work
job
has
the
by maids,
'
in
changed
training
of
the
in
was
now they
nannies
a management
as that
disliked
increase.
home,
The office
as well
I
theirs
same fate.
role
important
housewives
vhile
in
if
a week
job
after
most
as
middle-class
undertaken
suffered
kept
get
seems
a secretary's
do the
previously
have
disappeared,
him
I
secretary,
and organisational
work
Secretaries
and
Whereas
to
had. servants
past
if
or
temperament
boss
same way as a housewife's.
the
hours,
of
me between
to
a boss
It
if
and cooks.
bLoy has
course,
and
a personal
aide and assistant.
The feminisation
functions
are
1.
It
both
enables
since
roles,
necessarily
their
2.
relative
It
enables
leaving
have
as
.
a secretary
The boss,
female,
usually
in terms of their
for
women,
acceptable
socially
of
secretaries
usually
male,
a supportive
personalities
men to be promoted
management
positions
now enter
women are not expected
certain
male,
are
a dominant
plays
role,
not
but in terms
of
of authority.
positions
can
fulfil
adirantages
adopt
employers
the routine
do
to
women
attained
does
men.
of
female.
secretary,
certain
men and women to
the mjority
and secretaries
and the
to
advantageous
job
secretary's
having
although
which,
mainly
the
of
at
to
more senior
Men who might
work.
by
first
junior
to want promotion
410
positions
serving
management
while
formerly
an apprenticeship
level3.
or are expected
Since
to leave
not
in
jobs
their
the
term,
short
Three
promotion.
seek,
they
not
are
secretaries
given,
do
and often
this
pointed
out
forcibly;
'The bank
it
that
in
had one female
status)
in
I vas
quietly
my five
branch;
small
such
posts
this
as District
years
seek more absorbing
or
the comment that
it
as a prospective
manager.
impression
the greatest
believe
realises
job.
pass
because
simply
'There
the
carried
for
such
for
galling
them the
are still
of personal
out
executive
(often
less
positions
shorthand-typing
for
own salary
on routine
wasted
titles
her
training
far
jobs,
women staff
'runs
out'
her
beyond
experience
too many capable
tbough
,)
seeing
with
411
vide
of their
proportion
they
p. a.
open. '
women in business
by young
their
young
more responsibility,
are
given
duties
p. a.
men in
would never be expected
duties
as she
present
stands
Similar
assistant.
effilci-ently
her
of
door
and a large
with
work. '
as soon
and gain
management
even
a man
lower-quality
level
by
than the men who
greater
for
move
gained the
many of its
nothing
to a typewriter
vho are tied
time
is
women.
was countered
for
paid
managerial
Every
I have certainly
a secretary
has the
She often
men quickly
work
often
that
there
that
demanding
far
full
throughout
attitude
secretary.
in
deputies
who were
Manager's
more highly
were considerably
'I
negative
bank lost
potential,
(i. e.
controller,
proud
appointment)
a few managers'
must be reserved
this
that
1968 was very
a Board
appointees
as staff
fighting
in
(not
sub-manager
and some Board
branches
small
to
a very
of
charge
I was employed
at which
job.
training
to combine
'
One possible
.
they
are
to
to
is
to
for
becomes
promotion
that
the
a self-fulfilling
perform
equal
potential
whether.
turnover
from
if
these
as second-class
to
given
women tend
not
question
levels
on having
careers
women who feel
men, will
and"low
treated
that
as having
junior
at
are
their
abandon
believed
even
they
that
feel
consideration
this
light
good service
women employed
expected
it
a different
can expect
qualified
If
is
situation
women who are regarded
9
Fogarty
et al. have raised
'employers
! reason
this
of
as those
men.
the
in
regarded.
as well.
with
effect
to
the
change their
and denied
more frequently,
they
are
to leave, many are not promoted or given responsibility,
jobs.
to
them
change their
prompting
until.
in
the
women were
were
twenty-six
numbers;
but
they
great
type,
that
said
survey
did
firm
not
since
on management
before
that
women candidates
feel
not
they
expected
thus
One employer in this
put
because
time
were
had wasted
courses
their
women left
also-expected
and measuring
means that
promotion
their
of attaching
her promotion
employers
put secrýtaries
to other
ladder
according
is
advancement.
it
of
feeling
of
in
this
It
encourages,
symbol.
also
One respondent.
thus
probably
a 'natural'
way.
to the status
being
remarked:
of her boss,
on a completely
employees,
This
individual,
to a single
a secretary
for
right
the
to
different
limiting
happen
women to
secretary's
'Office
412
structurally
a llowed
to
money by employing
them.
3. The practice
'
same ability.
jobs
because
prophecy:
women have
citizens,
children,
men of
highly
because
progress
use as a status
men, as opposed
to
men, are
professional
up their
build
to
like
ego;
they
feel
vocational
job,
lecturers,
writers,
found
has been
the
need of
they
are
such as doctors,
seem to
it
that
elsewhere
domipant
is
towards
the
the
of
seeds
towards
discontent
is
why promotion
will
measure
Id
people,
senior
and to
be more likely
feeling
to
because
of
leSB-able
have
to
to
status
of
work
and will
assistants
rather
sow
attitudes
another
their
pos6
men are
such
yet.
in
they
men were
helped
since
the
it
middle
routine
more repressive
more secure
delege6te
teachers,
may provide
according
as responsible
secretaries
have
Such attitudes
women.
they
usually
men who have
women, probably
symbols,
are
need. '
this
less-able
among secretaries,
less
delegate
to
likely
for
as. status
secretaries
they
a more definite
feel
this
true
was especially
a threat;
10
be
It
that
may
as more of the
managers.
given
(they
architects,
more of
to
unmarried,
male
designers,
do not
etc.,
or
Men who have
people).
female
a S:Ubordinate
married
much th6
very
are
resentment
greatest
great
whether
insignificant
rather
in
reason
the
employer,
own positions,
treat
generally
than
as status
symbols -
If
little
women are not given positions
It
promotion.
to discourage
how best
him of
to
or no opportunity
to
this
is,
a secretary's
assist
demonstrate
indeed,
him in
experienced
in
often
their
the
promotion;
his
work,
assistant.
413
they have
of responsibility,
her
interests
since
for
suitability
of. the
she will
promotion
employer
have learned
would
deprive
4. womensecretaries
The supportive
are not seen as a threat
nature of-the
role means that a man
secretary's
to stand in for him without
can leave his female secretary
that he might be eased out of his position
It has been Dointed
but also women in industrial
out that notoaly secretaries,
managementwhere they often do not aim for the highest
are
10
and impartial
'loyal
as
seen
the
as having
agencies,
an attempt
secretary.
This
is
mW result
occupation
after
the youth
treating
detrimental
treats
proposed
have
like
more apparent
to
and women are
the
find
have
having
status
occupation
rather
in
spheres,
work
other
do (Chapter
to be attracted
up families,
of the occupation,
may be halted
414
on equal
as
women
as comments
XIII);
this
back to the
contributing
and irresponsible
if
than
older
and the continuing
as impermanent
document
thus
of
thejDb
of
means that
shown they
brought
government
12
adopted.
the
the
occupation
women ceasing
secretaries
the
by employment
women as sex-objects
of
The use of such advertising
in
fear
they
often
by advertisements
to
secretaries
in older
for
is
position
to
role,
of
both
and tend
rejected
towards
sort
glamourise
Glamourisation
by former
this
because
has been made to
it
for
and demeaning,
feel
out
Men can fill
encouraged
years,
recent
workers.
speak
have
grind,
'
and clear-cut.
In
to
positions,
no axe to
with
men who do not
senior
when a woman does so her
women, but
5.
lose.
to
advisers
and as free
them as competitors,
no promotion
of
confidence
feeling
by a competitor,
the pressure upon him.
limits'
and this
by male bosses.
justification
workers.
the recommendations
opportunities
for
men
This
bank
incapable
"doing
college
the
begin
the
skill
by default,
rather
major banks ...
better
tellers
procedures
de-clined,
more promising
positions.
highly
design,
in
prestige,
opportunities
for
to former
hired
Hence,
as tellers-in
position
as tellers,
formerly
was defined
Officers
assigned
Today,
argues that
views,
than men because women can best
and methodicaJ: details.
the
arose.
as a typi cal. "woman's job".
in contrast
As the
....
few men applied
women were
men to
educated
Because more and more women were hired
of the responsibilities
the teller's
but
among
or teller.
clerical
young,
demand for
management
opportunities
the job became redefined
bank folklore,
the
reward
move into
Ii
and advancement
than
so as to
of. recruiting
shortly
War,
traditional
the
diminished
job
when other
bank
position
of the. teller's
position
a program
in
teller's
the
within.
work
World
Second
as
An expansion
paper
and steadfastness,
to
hiring
in
minds
to
'
'Although
work.
men who would
of
new policy
responsibility,
status
led
women's
was referred
increase
the
'Men
women'were
transactions.
due to
do the
honesty,
than
become officers,
what
financial
from
promote
for
rather
positions
on to
officers
graduates
to
ago
domain.
man's
and furthermore
of men,
loyalty,
for
trained
highly
loss
Some years
was assumed that
and consequent
was to
policy
employees
With
and unaccustomed
taken
and women were
bank
of
the
with
it
activities
and making
job in the United
,
13
within
because
such
activity
coincided
entirely
has a distinct
secretary
by Prather.
in
figuring",
financial
fell
matters
interested
were
in
job
teller's
financial
handled
not
as described
of America,
States
the
glamourising
in the change of the bank teller's
parallel
the
of
process
women are
the routine
perform
now-perform
to tellers
...
many
Once
as women's work', the common
415
mWth prevailed
in
careers.
is
thus
in
ideal
'
advancement.
as
in
remaining
'position
job.
the
top
This
and promotion.
As was previously
study
were
over
only
wanted
that
this
doors
pointed
impression
a glamourous
has
gone beyond
this
level.
-for
secretaries
over
the
have been
that
Vith
of
a great
increase
such glamour-oriented
although
the
Such advertising
vractice
in
older,
the
the
if
jobs
they
believed
they
employers
is
interesting
erroneous,
as the
It
is
is
sometimes
it
of
and the firm
newspaper
can be seen that
It
employment
intending
was only
agency
advertisements
image
the
to
after
wishes
glamour
is
convey
1965,
coinciding
that
advertisements,
advertisements
began to appear at all
now a-o7Dear*sto
have
considerably
a consequence
416
importance
real
demand for
apparent
increasingly
may have been
women.
present
find
the public
with
sex-object.
a well-paid
has pointed
not
it
By examining
years,
of women to
show.
appearance
image,
but
but
them.
about
although
contact
to
because
age,
later
will
employers
many advertisers
of
remains
a glamourous
promote
forlhem
for
firms,
responsibility
in
a
teller's
for
some secretaries
things
pretty
involves
job
the
where
to
out,
banking
as Prather
younger,
of
rewards
numbers
a substitute
satisfy
years
young,
to
image
of the
glamourization
Consequently,
might
thirty-five
Although
'
secondary
move in
be uninterested
the
encouraged
significant
it. was difficult
that
conmuents of
for
advancement
assumed to
provide
the
may provide
glamourization
felt
to
order
interested
not
little
provides
banks
more women to
positions.
men are
women who are
'Thus
the
opened
move up to
out,
in
has allowed
has not
for
which
Subsequently,
'glamourous'
to
contrast
job
The teller's
considered
teller
it
women in
that
of
the
regularly
diminisho-d.
need to
attract
younger
Whatever the cause, it did not pass without
comment.
14
to The Times remarked: 'The prose favo*ured by all too
secretaries.
A letter
[secretarial)
for these
many of your advertisers
posts,
me to wonder what would be ny husband's reaction
of new merchant bank.
Pleasant personality
and
Plush surroundings.
g.ood telephone manner essential-.
and l. v. s to right
Generous salary
"Well-
to:
accountant with sense of humour to assist
groomed, vivacious
in establishment
prompts
Even thi s "impeccably-
"
applicant.
(Women's
in
her
30s"
Appointments
a
gentlewoman
of
cutie
mannered
6)
September
expects
of betti!
hopeful
a little
a secretary,
the
initial
requirements
educational
qualifications
The type
of
boss. 's
her
is
'a
corker
be
to
likely
I
most
behind
a secretary's
time
Furthermore,
valuable
work
which
by emphasising
which
good
who
are
good
be
is
not
the
secretarimes
smile
is
who
...
beautiful'
are
,
beautiful.
nor
young
neither
by giving
at
-spent,
the
most
sexual
do.
417
It
is
least
glanorous
aspect
they
likely
They
them a grossly
is distorted,
It
work.
will
"gladden
or
.
she
as
who will
by employment agencies.
but do so only
of secretarial
a typewriter,
with
a secretary
her
shape,
'as
inserted
picture
distorted
of
those
is
Most of such advertising
may attract
secretary
consultants,
her
is
or
for
asked
to
presence,
to
young girls
Relations,
'a well-groomed
nanny
at',
offensive
Industrial
of
which
clients,
look
in
still
15
The Times,
1.
by her
heart
and remains
one advertisement
for
were
advertisement
to
to
In
employers,
by a Professor
placed
be a "Cleopatra
'
r things.
for
more of
be cause
first,
at
of
situations.
demean the
that
the
shortage
has encouraged
individual
the
to
means to
Such means of
to
use of
agencies
catching
and the
secretaries
of
such
job
be counter-productive,
back
be just
to
is
whom this
the
organisation.
may eventually
it
kind
forced
and-eye-
particular
if
to
has
prove
hoped
kind
to
of
bring
is
appeal
least
of women who are
by employers.
wanted
In
image.
history
and typing
on hair,
towards
such
interspersed
are
make-up,
with
deportment,
diet,
free
talks
and demonstrations
movement
too
RSA and Pitman's
examinations
the
of
real
based
purpose
confiden
What job
for
the
men would
be told
remember
suggest
by their
the
kind
of
to wash his
that
men give
personal
in
include
in
hair
...
each
girl
training
wear
it
to
the
Thpre
offence
or hygiene
18
to
is
their
than
taken,
soundly-
its
such
are
arranging
are
a better-than-average
regularly.
appearance
...
and typing
give
and
there
for
he should
any less
hygiene
and on flower
A man would consider
clothes
sessions
manicure,
shorthand
to
shorthand
place
dancing
dull
book-keeping
advanced
their
sense,
is
the
and practical
on cookery
groom her
grooming or 4eportment?
In
modern. beat
training'
ce and to
law,
exciting
dress
and mime,
'shed
secretaries
as company
promotes
in the words of
16
has,
course
banking.
mercantile
of
by secretaries
received
trainee
subjects
used)
seldom
training
One secretarial
directed
a magazine
and the
the
some cases
a similar
(and
likely
are
successful
their
applicants
Those
it
strident
particularly
secretaries.
older
to
agencies
because
advertising,
staff
attracting
employment
increasingly
adopt
attract
in
growth
post.,
items
as
an insult
to
office
to
or
no evidence
female
to
associates
women do to
men.
but
It
be assum d that
therefore
must
secretaries
it
that
feel
is
Even Punch was moved to
for
a flood
such
of
like
advice
in
treatment
woman office
that
prevent
looking
a total
in
place
to
order
value
of
common-sense
Also,
they
Mum and
This
appearance
form
of
day
present
physical
society
and
attributes
decisions
more
a greater
self-confidence
upon their
in
becaýme
women have
have
in
security.
upon a woman's
placed
since
clothing
about
cluckinýg-hen
clutching
importance
high
may be adopted
appearance.
general
came in
a Pitman's
this
so lacking
women are
them some sense
give
is
young
an unusually
confidence-seeking
a high
things.
wreck? '
may be that
they
that
on these
Or does'natural
them from turning
up at interviews
17
It
and
in
'Do men get
course:
employers
worker
contained
and magazines?
papers
dwell
to
appropriate
ask why the
in Business'
'Personality
many teachers,
variety
of
to
make
than
choice
men.
Appearance
a feature
as being
would
7,
question
image
a gl. amorous
give
in
example
symbolised
the
of
'People
of
This
no-5).
the
who take
untidy
'A man of
and well-groomed,
yreans discipline
It
A poor
dress
secretary
sense-may
lacks
an ideal
in
order
mattered,
for
was partly
this
company where
or because
in
a pride
their
appearance
appearance
I always
ones who make good secretaries.
who looks
in
importance
attributes:
personal
other
consider
industry,
entertainment
by some employers
spontaneously
they
(Appendix
secretary
to
was mentioned
feel
are
that
the
someone
be untidy.,
will
Mr generation
&r
example
someone who looks
needs
in
her
hands
neat,
and shoes.
of mind.
also
indicate
to
an employer
a sense of the appropriate.
419
that
M-en, as vell
a
a's Women,
are
to
subject
but
values,
instance,
although
adverse
among employers
it
would
not
job,
a
it
might
affect
although
seen
at
an interview.
free
to
lay
In
a decision
it
may exist
for
an advertisement
to
an individual
appoint
advertisers
seem to
down specifications
about
appearance
summary,
it
would
of
the
men and women to
2.
It
enables
men to
3.
It
structurally
feel
perfectly
where
secretaries
It
to
male
5.
It
turn
adopt
limits
the
over
for
ineasure
include
socially
promotion
to
functions
the
following:
acceptable
heads
of
roles.
women.
it
because
secretaries
in
advancement
by
served
terms
of
status
employer
4.
job
be promoted
'natural'
the
secretary's
enables
considered
that
appear
It
reduces
since
anxiety
women secretaries
are
a threat
not
employers.
the
has enabled
occupation
a secondary
may provide
to
be glamourised
for
reward
the
in
and this
it
low status
helps
create.
It
is
than
those
likelihood
situation.,
general
that
possible
women who were
in
with
associated
about
in
be mentioned
1.
the
has been
feelings
by
appearance
Yet
feminisation
the
to
their
of
concerned.
are
is
grounds
for
Long hair,
employers.
certain
on the
criticism.
the
'traditional'
more
of working
for
secretaries
to. men,
in
'equalitarian',
who were
in
terms
job
secretary's
their
since
might
role
expectations
they
would
In
a woman was small.
were
of
asked
their
420
what
relative
were
it
to
attract
rather
know that
order
their
superiority
to
test
attitudes
or
the
(Appendix
inferiority
no-79)
In your attitude
do you think
of
XV. 1
Table
1, question
to the opposite
sex,
men in general
as being
LONDON
(n=515)
Very
Equal
20
10
61
68
81
2
Very inferior
1
know or no reply
Don't
18
When Dale asked
the
between
women
superior
they
in
hold
question
the
either
100
no significant
There
of
seemed to
and a third,
their
of
social
say
'in
or
earn
general'.
to women,
sample
London
men to
secreta: ries
London
more money.
)
The great
more of
of
members of
421
felt
sample
the
Nevertheless
majority
problem
IQPS C'_
secretaries
IQPS
either
Similarly,
equal.
less
that
the
of
NAPS than
men and women were
be significantly
opposite
'superior'
women meant by
although
thought
the
the
with
core
of men as
(although
women
to
possibly
difference
who thought
in
both
be a consistent
contact
secretaries
since
members of NAPS thought
did
100
he found
jobs
better
London
100
schools,
a quarter
occurs,
saw men as equal
or'
6
men were'superior
general
did
10
who had attended
irrespective
criteria
7
ofvomen
two groups.
between
3
question
Over a quarter
sex.
of
this
and single-sex
mixed
.
NAPS
(n=73)
28
Inferior
that
IQ'PS
(n=170)
superior
ýSuperior
of
- Table XV. 1.
than
superior
,2d.
f.
= 13-83,
P<0.001
It
opinion
might
have been
about
women's
would
(Table
superior
when the
the
cent
compared
Table
it
and the
XV. 2).
under
cent
Age:
62 per
1 d. f.
0 7.561, P/ 0.01);
men to be superior
(')ý%
over-thirties
Superior
noticeable
compared;
thirties
to men according
to
(London sample)
Very
superior
%%
more
men and women as equal'
considered
the
of
were
equal.
men were
was particularly
over
under-thirties
Attitude
XV. 2
women who felt
of
the
of
men were
women who felt
older.
younger
thought
cent
20 per
with
was the
feel
of
secretaries
younger
to
secretaries
climate
changing
that
men,
The difference
thirties
of the
the
with
and over-thirties
76 per
with
compared
33 per
case;
under-thirties
of
cent
older
equal,
men were
with
than
was the
The opposite
that
equality
be more likely
that
expected
age of
Equal
= 6.77,
1 d. f.
P<. 0-01).
secretaries
Very
in erior
Inferior
%
N
38
54
3
39
20 - 29
33
64
3
316
30 - 39
19
75
4
40 and over
22
78
Under
3
20
2
52
59
Age or attitude
49
not given
hat
women were
younger
might
be due to young
confidence,
would
of
515
an ideology
tend
which
as women grow older
women being
as being
as well
consequently
more likely
to
very
feel
emphasised
and gain
in
to
think
more nervous
dependent
inferior,
their
and lacking
in
19
They
on authority.
despite
thý
It
equality.
confidence,
422
men as superior
of
they
existence
seems that
realise
that
they
is
that,
in
their
their
conception
Previously,
and women.
a further
their
about
secretaries
no longer
men are
be satisfied
indeed
job
is
its
appeal
Goldberg
the
for
imply
everyone
in which
they
This
other.
to
'A witty
knows,
a remarkable
thinker,
the
20
identical:
'
author.
when a series
half
one
and
of
to
test
the
students
Joan
reaction
In
fact
have
a secretary's
loses
has been
by Philip
experiment
internalized
having
women despise
consisted
an essay
they
was presented
were
painted
423
that
to
signed
In making
John was
Yet
on the
it
experiment
women
in
mind.
was dependent
themselves
asking
agreed
an unimpressive
both
of
scholarship
generally
another
paintings
was told
that
them to
may in
by one John McKay and one Joan McKay.
assessments
feel
for
easy
that
that
are held,
simple
respond
the
by older
women and naturally
younger
States:
what
proves
alternately
supposed
grow to
they
may
equality
felt
one that
role,
for
choice,
ones.
older
United
undergraduates
were
if
much less
may also
of
frustration
is
of men
society
occupational
among women of male. superiority
in'the
disesteem
and each
their
It
more suitable
The feeling
confirmed
it
a submissive
them earlier.
suited
the
prospects
More
work.
the
of
superior,
with
in
positions
age and a feeling
explanation
were
corresponds
role
was less
who
times
recent
the
up secretarial
between
The association
provide
relative
when there
took
kinds
all
women of
in
because
the
of
women, those
for
choice
attitudes,
explanation
possible
to become secretaries
decided
traditional
Another
men.
more occupational
with
actually
with
than
no worse
are
the
sex of
articles
the
was discovered
a group
of
by men and the
women,
other
that
they
that
by men were
them, since
for
is
rated
21
then secretaries
this
boss.
56 per cent would not be
1, question
(n=515)
37
34
No
56
45
52
13
18
14
know
state
an unhappy
There
illing
.;
to work
for
men-
Secctidly,
it
boss less
acceptable.
less
desirable
which might
Thirdly,
for
whom to
this.
may be less
women have
less
status
of discomfort
make working
a considerable
1124
for
people
secretaries
a feeling
management
successful
explanations
been mentioned,
may express
in
women
since
management,
women as generally
situation,
for
affairs
may be several
as has already
role
to
considered
obviously
men.
of
asPiring
secretaries
unexpected
NAPS
(n=73)
31*
is
than
a woman?
Yes
Don't
women are
- Table XV-3.
no-78)
IQFS
(n=170)
LONDON
This
which
view was the
this
with
less
to work
own status
Woul:d you be happy to work for
Table XV-3
Firstly,
have
those
be less willing
In keeping
(Appendix
a woman
happy to work for
work
.
than
upon their
among London secretaries
that
and for
higher
to
to men and as having
might
would reflect
from their
derived
finding
thought
which
as inferior
considered
women are
generally,
status
consistently
were
have been paint -ed by women.
to
If
painted
were
been painted
-thought
by women, those
for
mythology
than
at an
a woman
exists
about
byýboth
they
be better
to
this
or ruthless;
daunting
for
rules
first
may,
between
doors
like
palliative
that
the
elevating
result
of
higher
secretaries
be used
the
certain
injustice
for
subject
is
to
pedestal
class
a form
of behaviour
operate
when they
than
social
anticipated
face.
social
position,
One must
master
'
is
to
reparation
saving
indicating
a
chivalry
piays'in
in
by secretaries,
their
and their
chivalry
425
While
by men from
be adopted
origins,
n
allow
to be a
more likely
they
had a woman boss.
to
a--knowledge
group
and as both
class
a room
When men behave
a means of
tend
acts
Millet
of
level.
backgrounds,
have high
for women
rewards
22
has die-scribed
it.
women, it
behaviour
secondary
a game the
stance
towards
enter
kind
disguising
acts
women to
Kate
woman's
of
Chivalrous
chivalry.
means of
of
by a set
governed
provide
sporting
Chivalrous
social
hard
as somewhat'
gambits*cannot
open and allowing
female
learned
superiority.
of
as 'a
manner
a chivalrous
concept
valued.
chivalrous
its
positions
who are
people,
is
sexes
them feel
a technique
also
as
equivalent
make them appear
glanourisation,
subordinate
to
men in
sexual
the
the
behaviour
chivalrous
is
includes
by making
at work
to
recognised
often
to
siebscribed
a woman.
as holding
such
tend
Fourthly,
Interraction
which
women are
than
is
which
as aggressive
would
employers.
when working
careers,
jobs
their
at
caricatured
often
are
their
Since
men and women.
having
the
in
women who succeed
which
might
would
be
not
It
their
for
is
that
the
sexual
,
eyes
in
those
the
majority
this
theory.
is
men were
thought
47 per
aggression
younger
not
men were
cent
superior
those
of
men to
work
to work
were
for
for
only
who thought
the
results
be superior,
and that
women, tends
to
confirm
more egalitarian
women than
39 per
prepared
in
they
although
women with
Whereas
superior.
status
'
that
some evidence
one's
own group.
secretaries,
'the
with
to
one's
and the
react
that
to
prepared
secretaries,
significance.
prejudice
felt
ones,
trained
inverted
of
were more prepared
attitudes
felt
and the
power,
proportion
were
There
when one accepts
of
attitude
discrimination
women to
may cause
results
the
be the
to
of
that
a substantial
tended
proportion
low prestige
cent
The implication,
women.
great
when one diverts
That
for
jobs
their
is
of
-23
has suggested
that
occupational
of
45 per
had a more ambitious
highly
self-derogation
of
even
of
component
assignment
that
to work
unwilling
a considerable
Holter
find
who generally
were
work,
to
surprising
IQFS secretaries,
the
to
was perhaps
cent
to work
those
of
for
men and women were
who
those
who
a woman,
equal,
would
do so.
to
The reluctance
containing
for
a woman reflects
by women themselves.
fostered
'You
for
work
advice
can take
it
a woman if
in
the
in
defence
offing
for
for
secretaries,
of her
she is
to
under
woman. boss,
you will
book
a serious
example,
written
that
certain
you attempt
if
For
an attitude
by a woman,
not
last
long
stated:
working
draw the attention
of any males
24
'
However, one secretary,
sixty.
remarked,
426
'The
person
I now work
for
is
a woman, and I find
of
the
men for
seven
whom I have
much more tolerant
and aware
A considerable
of
the
Single
and Sex and the
and in which
27
harems'.
offices
stages,
'I
an excellent
have
or,
'My secretary
or
'Can
simply,
of
ask questions
feelings
sexual
boss,
their
from
a real
fit
by asking
reality
is
secretary
in
part
often
is
Do you think
this
their
the
so close
that
it
a true
leads
picture?
427
to
'
kind
important
of
to
of
matter
to
relationship
contain
separate
first
between
myth
played
asked:
boss
and
involvement.
a romantic
(Appendix
questions
feelings
sexual
They were
relationship
jealous',
considerable
not
whether
if
This
and the
was to
lives.
that
is
ought
secretaries
believed
this
work
The intention
working
'
exapple:
on my kneel,
my wife
delicate
was done with
a questionnaire
nature.
a personal
their
almost
For
-Yjery well
that
publicity,
informally
aware.
research?
the
Office
Turkish
response,
was considered
about
with
although
since
ambivalence
it
secretaries
associated
than
imipediate
your
25
considerable
was discussed
me so well
that
and
Sex and the
received
- she fits
you with
component
sexual
Brown's
and sexually
after
was so frequent
response
of
I help
'
epitomised
as 'sexier
the
secretary
looks
have
project
was jocular
ex ception,
Gurley
portrayed
initial
its
is
It
which
research
without
with
are
the
about
any
She is
problems.
26 '
Girl
than
worked.
people's
as Helen
for
to work
previously
exists
When the present
men in
with
better
relationship.
by such books
reinforced
.
%
of
mythology
/boss
secretary,
she is
that
1,
question
no. 80).
Among London
28 per
secretaries,
60
and
per
'no',
cent
they
whether
asked
4 per
cent
'ever
had
'no',
'yes'
who said
'yes,
or
that
added
felt
I was the
but
plkys
least
and some at
secretaries,
boss.
feelings
to
the
question
of
this
nature
These
only
might
not
minority
have
elicited
the
sexual
that
of
their
communicated
however,
recognized,
indicate
replies
a small
of. them never
is
It
A few of those
was when I was seventeen'l
for
a part
then
Among London secretaries,
one who knew'.
only
attraction
sexual
'it
like
question,
attachmnnt
a romantic
and 17 per cent 'yes'.
remarks
the
They were
to any boss? ' (Appendix 1, question no. 81).
79 per cent replied
to
Isometime-s'.
cent
themselves
'yes'
replied
a pertonal
a true
answer. from
respondents
work
Employers
were
situation
and some mentioned
is
relationship
not
'unaware of
sexual
it
because
is
although
than
secretary
with
this
company got
him.
He lost
W mind never
job
his
to
allow
It
has been said
than
got
she should
to be said
emotional
would
thing
this
happen.
be just
that
a good
and vice
though,
right
that
is
such
It's
probably
only
a fool
a thing
428
a relationship,
and her
employer.
knows more about
I can well
arise.
for
it
It's
a secretary
secretary
versa.
so I made up
'
can be a godsend.
between
more time
and she blackmailed
secretary
home as a result,
to
her
A man in
wife.
one's
the
do so
not
one spends
and his
grows
to
his
for
a secretary
all,
the
' 'Often
I should
After
Vith
'A good . secretary
imderstan-ding
choose
one does with
involved
component
spontaneously:
really
threatening.
too
one's
where
tend. to
-I
attractiveness,
physical
it
in
see that
to
occur,
It
true.
who allovs
the
her
boss
has
an
atmosphere
especially
where
they
highly
are
'Secretaries
have
their
sleeps
he.r,
it
the
man she works
a fact
life.
of
for
speretaries
was fairly
secretaries
having
the office
is
outside
(Appendix
lunch
for
occasion,
18 per cent of both
friendliness
London.
outside
than a sexual
rather
thought
their
with
is
does, however,
It
imply
Where relationships
interaction,
by helping
was
the secretary
being
consequently
it
able to
help.
has shown how the
The foregoing
It
Should
for
others
roles
be stressed
to
objected
strongly
role,
the firm
because this
out-of-work
boss better'and
be of more practical
may be related.
the working
compared with
relationship.
to have been beneficial
to get to know-her
families,
IQPS and NAPS, possibly
had been changed by any of this
secretarial
during
took
5 per cent had been invited
boss to meet their
a more common procedure
secretaries
In the main this
example representing
Among London secretaries,
to the homes of their
of
boss outside
their
Only 2 per cent had been on a 'date'
at a function.
and their
cent)
or dinner
with
'
that.
of
per
with
82).
no.
either
terms
employers
(52
half
common, over
meals,
week, or at a formal
usually
between
work
1, question
one thinks.
on special
no way out
had some association
the form of casual
bosses.
is
don't'
husband
their
think
commoner than
A secretary
and there
interaction
Social
is
they
many respects
wives
it
and probably
any difficulty'
found
never
and in
Too many bosses'
But
is
I have
invaluable
are
due.
with
but
compatible,
it
certain
posed
429
of
that
wc=n
although
aspects
no such
and secretary
some
'of their
problem.
Indeed,
.
working
an eicellent
may be the
partnership
compatibility
between
and abilities
complement each other.
in
"God's
are
general
and stressful
decisions
and women are
good at
don't
but
their
relationship
it
-
other
in
to
like
is
A problem
suits
is
to
happy
a secretary
define
is
disliked
her
work
the
role
role
her
defines
and not, the
conflict
may well
with
an organisation.
secretary
to
their
exist,
role
complement
in
it
This
the
present
would
which
role
of
was felt
aan role
as the
another
their
but
if
such
one explanation
430
secretaries.
in
more
this
way),
an office
service,
in
the
former
and in
the
latter,
because
difference
by rumy
which
however,
of
office
an individual,
study,
work
provision
possibly
possible
'
work.
person
Where,
a personal
is
as
Where a secretary
define
with
provide
to
relationship
secretary/woi;
each
But
and satisf)ring.
as making
This
identifies
case
was not
and strengths
no conflict.
provision
be felt.
the
tested
work
ideas,
secretary/boss
did
poses
detail,
impractical
by others.
taken
are
In the
constructive
because
arises
service,
with
traits
rolest
partnership
Men hate
Men proliferate
'Secretaries
and courageous
women don't.
see them through.
secretary/woman
found
it.
role
personalities
said,
an ideal
many unpleasant
(and many secretaries
efficient
the
take
which
The decisions
has to be asuccessful
some so well
is
It
men".
- while
desirable,
w
it
marriage,
to
in
boss
rautual
of
One employer
is in the family.
have
man - they
bythe
to
gift
it
as
in the office
and her
a secretary
result.
in
identification
a difference
far
the
were
dissatisfaction
Other
explanations
Some secretaries
axe clear.
lack
they
an,d are
little
given
have
prospects,
promotion
to
they
because
that
resent
carry
are wonen
tasks,
menial
out
responsibility.
Wn secretaries
of
In the
future
secretary;
the
the
effect
is
it
women members,
occupation.
29
is
work.
It
to keep
the
jobs
being
there
to
secretary
kncvledge
do either,
cannot
to
do so;
disposal,
-He
..
is
able,
if
required;
inhibit
men and
highly-paid
senior
interests
order
to
junior
jobs
within
28
an
teaching
of
further
has both
of workers
and socia!
of
secretaries
the
prevent
when there
Lansbury,
who prefer
consider
a man,
underpaid
his
English
...
and in
to'write
best
office
more male
to
beneath
and almost
and spelling,
general
them
their
a
certainly
dignity
invariably
has
at
his
keeps
his
typist
shorthand
to
confess
Many of
it
as a
'there
that
stated
not
secretaries
their'relative
who acted
does his
a few well
431
were
in
Lansbury,
and typewriting.
usually
diaries
employer's
bulk
difference
George
and would
who corrects
occupation
more numerous
the
Daisy
father,
He is
liar,
marked
clear-headed,
efficient,
. his
the
shorthand
of
in
the
men.
secretaries
many private
in
perhaps
protest.
her
the
instance,
female,
to
now,
are
that
the
for
Second World
the
occasioned
status
are
therefore
allotted
Before
than
true,
occupation
to
be to
well
men and the
women form
is
This
might
found
commonly
by women, even where
back
Where an occupation
to be filled_by
tend
this
of
of women.
promotion
jobs
men may be attracted
chosen
work
and
for
words
an
him.
for
his
employers,
he is
Otherwise
the
Two of
(a trade
organisation
those
three
use a typewriter
two
did
were
the
present
survey
said
that
he knew they
would
stay
did
not
complete
take
in
part
for
working
relevant
the
one
leaving
questionnaires,
obviously
30
...
employers
men secretaries
union)
and has a B. B. C.
at,
in
approached
the
callers.
unwanted
be much more practical.
to
establishments
which
questions
look
men was because
however,
with
and to
shorthand
One of
These
proper;
to
expected
establishments
jobs.
their
survey
write
he employed
reason
out
is
men secretaries.
employed
short
decorative
usually
know how to
She must
the
good at being
A woman secretary
voice.
in
,,
and is
to
only
women
secretaries.
The men secretaries
years
and all
thirty
years.
had children
and typing
at
commercial
The latter
weekly
shorthand
journals
improve
hib
greatest
had been
in
their
in
no more than
tended
to
of
very
the
their
present
earned
jobs
For
8.30
interesting
all
time:
what
they
three,
jobs
for
the
time
jobs
p. m.
thirty
and
by using
in
order
their
Two found
liked
was the
Two
years.
although
other
432
college
had been the
and the
particularly
shorthand
intensively,
more than
5.00
learned
become secretaries.
to
equivalent
a. m. to
a grammar
practice
school
decision
women in
be longer,
himself
to
one attending
technical
one at
he studied
all
thirteen
and a third
one having
had given
which
skill.
influence
too,
and sixty-two
from
ranging
modern
college,
school.
fifty-five
had beeA varied,
education
varied.
one at
to
ages
one a secondary
training
their
school:
with
The men's
school,
elementary
aged betUeen
were
They
hours
their
interesting
responsibility,
most
and human situations
variety
with
boss
the
the
It
had less
is
Some employers
trends
replies
because
timekeepers,
less
increase,
be a
should
secretaries
they
more
time.
men secretaries
become more
will
if
demand continues
become more attracted
to the work.
if
choose to have them, especially
would certainly
There are relatively
above.
mentioned
to enter
men will
'modern
their
there
better
salaries
alone.
women secretaries.
and wasted
that
work
about women's work in the same way as the male secretary
felt
working
off
possible
quite
to exceed supply,
they
time
As secretarial
common.
use of male
and
general,
added that
and conscientious,
more reliable
productive,
from
received
the
in
relationships
to
left
and being
Thus,
men secretaries
towards
drive
greater
their
and interruptions
rushes
those
dealt,
they
which
security
ideals'.
paralleled
One of
were
salary,
past
with
clash
closely
the
and colleagues,
They disliked
that
with
just
at the moment because,
an occupation
preserve,
so it
is
to compensate for
difficult
levels
for
climate
that
of opinion,
if
employers
be considered
minimise
were to, organise
433
rewarding
to the occupation.
in which roles
will
a male
by women.
is
in
job
what
a
he will
a woman
an occupation
exclusively
accorded
between the sexes,
interchangeable
-,
In addition,
almost
for
been considered
men to enter
when a man takes
to be a woman's occupation,
The present
is difficult
have not been sufficiently
the low status
There is also the fear,
as it
which has previously
be
to
has
undertaken
come
which
In the past salary
few men secretaries
their
considered
effeminate.
become more
this
problem..
secretaries'
jobs
in
a way as to
such
offer
be even more likely
would
Women will
still
the
enjoy
means that
also
in
small
to
ought
the
people
The entry
of
if
it
where
organisations
employed,
local
job
the
at
be possible
will
as-a basis
paid
market
rates
is
to
specify
earlier,
that
proposed
thý
-ought
Employment
job
secretaries
Where
they
to
an end to
put
agencies
will
for
equal pay to 'be
or rates paid within
32
to take positive
which
appliqant,
which,
clients
to jobs.
men
secretaries.
be allowed
as. was mentioned
advertisements.
glamour-oriented
to
for
no longer
shall
be allowed
not
vacancies and submitting
occupations
job
the
in
work
employed.
advertisements
sex of
the
occupation,
to provide
Government proposals
equal opportunities
33
increasing
lead
to
well
may
an
women
number of-men
and
It
Common
be needed
same rates.
claims
is
evaluation
the
or where
for
the
will
skills
many
seek
into
Britain
and female
male
that
do not
and often
Great
men
ranks.
men, in
to
language
that
are
are
secretarial
men do re-enter
ensure
same firm
offices,
made using
other
then
prospects,
preferable
women with
women secretaries
only
the
enter
31
Pay Act
working
to
Finally,
as secretaries.
Equal
helping
of
role
career
somewhat
advancement.
personal
Market
appear
positive
in
discriminate
It
offering
is also proposed
steps to encourage both men and womento adopt
have
traditionally
been performed
by either
one' or the oýherthe
Although
proposals
on women secretaries
repercussions
effect
may be that
rether
than
stp-tus
symbols.
yoimg
men tend
to
and attractive
This
in
to
respond
turn
a deeply-felt
may not
get
the
best
women, will
would
1434
have
the
need,
The
be favourable.
jobs
and that
become the
a dampening
they,
new
effect
on
the
would
be employed,
while
women would
On the
it
than
the
the
there
is
is
for
being
is
who
wife
in
since
to
expected
highly
full-time
proportion
on working
after
they
Tvo-thirds
of
combining
in
central
to
London where
second
job
In order
to
affect
anticipated
married
to
easier
their
it
is
still
cooking
with
to
even women holding
do the
of
likely
have
sample
the
that
homes in
vere
diffidulty
of time
married
order
children.
with
responsibilities
amount
major
many women carry
London
be a result
and shopping.
men becoming
34
when they
the
a considerable
their
women
wives,
only
in
could
to
of
Nevertheless,
out how single
working
(Appendix-1,
as
to
work
be
would
women would
make their
cope with.
to find
taking
their
careers
homes,
of
continue
leaving
Itis
nearer
seekwork
to
and domestic
riage
the
changing,
secretaries
up in travelling.
taken
tend
m
in
housework,
work.
distribution
This
single.
may rise
occupation
majority
help
marry,
the
of
the
jobs
domestic
the
whole
is gradually
and giving
of
jobs
other
as shorthand-typists.
event
do the
more home-oriented
responsible
for
as trainees
and childbearing
the situation
Although
men secretaries
more men secretaries.
a more important
men,
be,
the
of
mean that
could
primarily
status
of marriage
Marriage
used to
be employed
of
a consequence
The effect
as they
hand,
other
It
of women.
prospects
promotion
with
life,
respect
question
secretaries
they
were
asked
to
their
work
no-75).
435
expected
what
action
wlýen they
The married
marriage
they
eventually
secretaries
in
the
were
sample
affected
by their
two
of
sets
marriage
replies
how their
(Appendix
shown in
are
xv. 4
Table
instead
asked
1,
'Table
work
had been
pattern
XV. 4.
The anticipated
and actual
effects
of marriage
among London secretaries
(335
Anticipated
single
(179 married
Actual
secretaries)
% of single
secretaries
Would
stop
work
Would work
born
until
children
in present
Would continue
job
Would do temporary
Other anticipated
event,
their
Worked
14
Continued
working
until
born
children
16
in same job
Did temporary
work
6
Took part-time
effects
1
Other effects
secretaries
were born
(44 per cent)
a much greater
ried
marriage
included
been
have
not
many secretaries
proportion
and had remained
sane jobs.
jobs'on
in the main that
anticipated
left
Of course,
a further
with
they would continue
that
who were
in'their
44
4
51
2
work
5
work
22
20
Si ngle
foreseeing
Stopped
4
Uncertain
children
secre taries)
% of
married
secretaries
11
work
Would get part-time
.
The
no-77).
question
they would work until
(51 per cent)
In the
of the secretaries
at work in London continued
many of those who had changed
may have moved out of London andvould
in the sample.
the labour
.
14 per cent
same jobs.
in their
It
is not known either,
market.. vhen they married.
436
the
therefore
how
There
does
intentions
the
those
of
cent
did
intend
cent
did
not
to
answered
'no'
to
at
work
commit
of
of
to
to
to
at
they
this
work
London
on this
and the
rest
Secretaries
they
combine
with
a family.
their
reflected"in
IQPS and 17 per
had children,
to
have
longer
enough
a child.
young
no
cent
compared
they
Some members said
sample.
intending
thought
they
of
not
who
not
were
that
cent
matter,
were
or
they
until
and had
work,
stage.
IQPS and NAPS are
29 per
intended
they
divided
indicatingý-that
to
prompt
had married
it
had children,
to
pattern.
secretarial
to
of
returned
seem to
not
they
return
practice
or
whether
evenly
return
questions;
the
asked
after
was impossible
these
cent
also
themselves
NAPS members would
44 per
work
intend
after
work
to
their
was fairly
The ages of members of
replies
change
may have been
all.
secretarial
did
as secretaries
Opinion
prepared
itself
were
actual
working
in
Marriage
work
had children.
27 per
who, continued
secretaries
to
return
correspondence*between
and the
secretaries
of women to
majority
29 per
single
work.
Single
to
be considerable
secretaries
married
secretarial
the
to
however,
appear,
with
were
Amongmarried secretaries
in IWS and NAPS48 per cent had continued in the same job when
they married.
in
Iýoth
marriage
groups
Approximately
felt
ane. having
they
would
a family
of the single
one-third
to
return
and another
secretaries
work
secretarial
they
thought
third
after
would
not.
Employers
as secretaries,
()Illy
six
were
asked
whether
women who were
employers
would
they
married
Ia
hotýemploy
43
were
prepared
(Appendix
married
7,
to
engage
question
secretary,
no-9).
giving
as the
that
irregular
hours
but
drop
have
'It's
all
But on the
to
tends
to
can't
be overlooked.
were
more frequently
Married
could
and. responsibilities.
boss's
the
wife
that
a consideration
girls
not
annoying
a less-committed
constantly
in
more practical.
to
of
fewer
change
to
attitude
preoccupied
terms
have
to
be likely
therefore
and would
and have
inclined
were
secretaries
married
and often
more responsible
women were
be very
I can't
tea.
that
preferred
positively
single
responsibilities
have
'
employers
that
was felt
woman and that's
a married
they
because
is
secretaries
had
more suitable,
women are
of life
they
she does not
that
home and cook
married
woman ýo cope
this,
accepý
their
that
felt
a married
provided
experience
of married
advantage
Several
to
them providing
employ
for
rush
whole
they have a certain
trust
difficult
right
5.20
at
everything
Another
to
Three
she was prepared
providing
that.
since
It
be too
might
no objections.
to
be happy
would
gave a qualified
employers
was unaffected.
atiendance
work
with,
they
that
saying
reply,
interfere
might
commitments
Thirteen
demands of work.
the
with
reason
sole
domestic
that
telephone
personal
jobs
their
work.
boyfriends,
with
which
and lovers'
calls
quarrels.
Some employers
Single
girls
and yet
but
were
saw advantages
more liiely
were more flexible;
likely
Employing
matter,
were
to
and disadvantages
leave
to
change
married
to
a. secretary
altho-Ligh. surprisingly
have
jobs
secretaries
or
leave
were
in both states.
to
get
married,
more settled,
children.
vho had children
few said
433
they
was a more complicated
would
not
employ
who were mothers
secretaries
twenty
they
(Appendix
(9 per cent)
employers
felt
7, question
like
of sudden absences could not be tolerated
'Secretaries
to
them go all
let
'It's
job.
a drawback
They have
'They
are
seem to have
It
without
to
take
over
had experience
the
to
that
home and family
a person
who would
secretaries
if
not,
employing
two candidates
kids
there
are
but
they
all
right,
I don't
I
leave
there
small
can't
mind
tolerate
for
-A
a mother
again;
by mothers,
Eight
a secretary
person
had
and so
others
felt
they
while
needed
to employ
that
with
part-time
children
get the job.
439
a
employers
and one had children
childxenvould
no other
secretaries
unreliable
few felt
have
Some employers
be, away.
first
to
offices
was often
were desperate,
presented
the one without
in
first.
work
who had. -a child.
work was more appropriate
class
demanding.
sudden
had to
making
if-they
were only willing,
for
must be put
put
too
not
since
secretary
chance
reluctant
husband,
even grandchildren,
or
Teenage
important
of mothers
vere
their
builders,
'
children
if
is
ask
seemed especially
secretary
do a full-time
really
They may be first
crises.
don't
of thing.
kind
that
the
children,
a menace.
husband
as they
as long
can't
'
disruptive
their
providing
are
You
a damned nuisance.
'
they
about
the risk
or were too disruptive:
are
time.
because
there
excuses.
always
the
to worry
and if
shopping,
are
home ties
with
Only
The reasons
this.
the job was too demanding and that
gave were that
have
no. 10).
- others,
and the other
that
did
Ninety-nine
to
willingness
is
this
most
do a day's
is
and their
probably
influenced
to
one employer,
'We take
The condition
met.
not
was that
The second
from
age differed
This
at
school
to
fifteen
was enough,
for
could
be relied
major
obstacles.
to
needing
worry
the
care
of
the
One employer
this
about
'One of
out very well.
to
another,
with
their
vy secretaries
minimum
had to
their
they
feel
were
were
was that
demands of
the
be of
work
the
a certain
age.
some felt
attendance
from
ages
convinced
eleven
that
that
such
they
were
loyalty'
was seen as one of
he would
that
feel
guilty
when her
had secretaries
work
44o
not
like
the
to
at
children
with
needed
her
children
records:
has three
'
would
children.
children
- he would
who already
satisfied
to
mothers;
qualified
conditions
should
said
it
'
we can get.
mentioned
who was a mother
a secretary
very
they
come to
who were
by saying
specified
'Divided
upon.
Some employers
were
others
secretaries
mothers
one employer
work
The short age has
cent)
owing
to
return
children,
that'certain
children
Thirdly,
years.
arrangements
have
the
their
because
(35 per
frequently
Most
interrupted
be continually
'
of
who were
to
'They
said,
have
anyone
them providing
employ
in
unqualified
who wish
they
employers
secretaries
of
to
willing
ask if
acceptance
further
Seventy-six
acceptance
secretaries
own business.
the
were
One employer
I never
work.
irrelevant
quote
for
encouraging
cent)
who had home responsibilities;
accept'secretaries
had children.
having
after
(42 per
employers
children
and it
works
too.
'It's
the
person
with
secretaries
life
im-
'I
had a magn-i-ficent
her
expecting
first.
11 find
in
that
this
type
the
in
is
it
the
children
the
first
to
to
I would
'All
weighing
agencies,
said
question
need
Home
others.
'
done properly.
when she was
when her
this
youngest
have
it
is
(charitable
not
on performance
and is
best
were
off
-
day when we are
the
the
it
MY
'
years.
ones
are
to
love
and I would
more if
institution),
had some time
to
because
children
and
important.
thirteen
forward
encourage
mature
a good ego drive
has
for
a creche,
very
has no effect
secretary
then
is
and has recently
one element
the
have
them
because
practical,
it's
of the
year.
no. 11).
is
confirmed
ideally
another.
I have
it
There
have these
to
to
keep the
a case of
is
a problem
awful
good ones
girls
for
like
Despite
of
married
by the
their
the
age vhich
secretaries
impression
h4i
and of
secretaries
forty
those
employers
to
be (Appendix
many secretaries
at
from
'
acceptance
general
would
worth
It's
have children.
against
and then
but
children,
they
organisation.
'
that
my secretaries
times
holiday
with
they
need them. '
I really
This
kids
occasion
run
ones who leave
weeks
with
I am looking
enough
back.
is
She cane back
business,
has
'Frankly,
rich
of
If
attendance.
but
than
who left
secretary
a secretary
is
secretary
job
as the
child.
'My experience
involved
job
had
have
-I
'
was fifteen.
helpful
as long
cotuits
more keen because
do a better
is
terial
that
work
who are
children
money and therefore
the
or
and the
had
the
regarding
I
eighty-two
(32 per
the
about
'Charm
age they
In
be.
large
senior
executives
person
for
fact
junior,
her
operates
feel
wheh'members
mind with
society,
subordinate
Of the
that
of
to
the
different
sexes
and so men may feel
less
who preferred
the
greatestnumber
age,
preference
to younger
woman
is
behaviour
sources
to
may be
which
interact.
able
it
that
A further
in
of
the
employer's
respect
in
them as
treat
staff.
employers
particular
as his
person,
role
usually
an
lie
an older
women may be associated
who are
members of
to
orders
have
might
Socially
senior.
the
makes him or
secretary
a younger
different
older
mother-figures
regard
more
was
to
gecretary
his
he can give
of
death
the
than
criterion
me to
an older
he could
of
An explanation
and less
be a reflection
explanation
our
a man to
is
to
and that
same freedom
to
likely
a man likes
a
of
be younger
latter
terrifýy
would
authoritative
for
the
This
that
have
secretary
the
all
whatever
secretaries
should
instance,
was that
might
the
than
one employer.
she is,
less
difficult
with
that
that
a secretary
'It
said
which
feel
or that
indicated
For
other,
each boss
said
commented,
twenty
important
be older
should
feelings
circumstances.
same age as each
Others
often,
quite
secretary'
the
was most
whom she was working.
mentioned
in
what
organisations,
executive
junior
A further
on the
preference.
particular
'
ageless.
be the
prefer,
As one employer
depend
that
should
secretaries
older
are
ideally
would
had no Particular
employers
age would
considered
employers
secretaries.
and competence
one firm
most
cent)
their
age of
any preferred
,might
bjelieved
ones.
Only
442
their
to
secretaries
be of
in
secretaries
selected
older
thirteen
employers
said
some
that
that
they
to
gave twenty
to
liked
years
secretarial
staff.
middle-aged
secretaries
who were
only
them over
accept
their
in
of
turnover
and least
the
'We like
at
them young,
and we like
Christmas
the
She ought
'We prefer
Most people
ll. want
they
here
young
brains
their
attitudes
be moulded
and they
to be inclined
previous
jobs,
into
were
jobs,
wife.
because
for
in
do certain
of
highest
with
secretaries
that
was in
addition
the
said
to
were
to
to
tell
get
We like
young.
helps,
especially
different
makes life
one's
are
preferring
their
express
terms
primarily
It
altogether.
'
a young
we are
organisation.
young. '
a young
"young
we
need
-
much here
Young secretaries
in
working
for
said
we are
them young,
reasons
were
because
to
Other
aae person
reasons
a few there
It
very
than
Where young
for
period.
count
could
in
those
avoid
a good person.
to be a rival
more flexible
to
involved):
element
good looks
to
as their
gave
(although
company was young
a sexual
had learned
would
more ready
age than
a
accept
and three
age,
far
with
only
would
a minimum
experience.
employers
preferred,
were
they
they
at which
oT I secretaries
of
They were
because
rates
years
more
Mumber positively
women,
forty.
a maximum age,
limit
F
thirty
terms
fifteen
while
lower
Ten employers
over
age-preferences
be young,
as the
'mature'
or
twenty-five.
age of
minimum
to
secretaries
twenty-three
employ
preferred
,
their
preferred
youth
tset
in
their
and to tend to run their
443
employ.
bosses
possessive,
their
to
to
what
ways';
Older
they
bosses rather
practices.
for
work
be less
be
might
working
particutlar
to
'
they
that
be more willing
cheaper
- appearances
chicks".
were
and not
firm's
business
more
secretaries
had done
willing
to
than the
One employer
way around.
other
woman because
the
be a handicap
is
job
not
Most employers
'I
prefer
If
you want
a lot,
and to
'Older
fifty-six.
They don't
identify
One personnel
reliable,
matter
have none but
I have to
ten
every
jobs
their
can get
stated
women of
and mature,
being
sely to
due to
the
own
fact
have
one in
sadly,
has
forty
to
fifty
up to
of
it
declined.
don't
lunch
who are
unfortunately
- most
their
were
that
declined,
any more and they
it
444
no
My present
responsibility
another
management
is
on her
animal.
'If
but
She
month.
of training
of
take
company. '
want
much better
a sense
confidential
difficult
and. there
a different
that.
'
and to
days
people
with
with
there,
Standards
they
older
experienced
what
are
with
officer
deal
for
she has had
age where
to
mid or
Younger
gossip.
twenty-five,
younger
declined,
them because
to
woman can cope with
changed.
has
would
faire
They are
have
should
one. '
deal
to
upon not
least
secretaries
performance
value
much better
the
them
blame
employ. a young
when 1 am not
very
whereas
more easily,
attitudes
is
An older
limit.
one is
I don't
I am away for
be at the
upper
then.
and savoir
responsibility.
should
are more settled
I need a minimum
and people
situations
under
be relied
job
experience
enough
Why this
a new secretary
don't
secretary
this
'
secretaries:
older
although
continuity,
information
'For
start
because they
'A mature
an older
employing
life.
whole
preferred
to
not
ones move around
i
their
of
clear.
actually
twenties
late
'became
was fearful
me I
more
doesn't
them prefer
hour.
'
young
secretaries.
always
rejected.
(on the
than
the
they
employers
that
did
that
as the
are,
should
seeias,
have
employers
not
them among the
employer
older
surrounds
practical
matters
married
It
the
are
to
contrary
best.
1
fortyish.
be younger
should
so the
are
acceptable
age of
)
rise.
them to
mythology
gets
they
to
thirty.
a secretary
of married
consider
are
some men feel
therefore,
felt
women, but
older
The men themselves
criterion
secretary
It
I keep trying
women were
secretaries
suggests
occupation,
not
it
considered.
445
findings
secretaries
instead
workers;
that
counts
although
for
where
35
as employees,
reliable
and of
be second-rate
also
some other
little
with
children,
they
rated
a sexual
when
REFERENCES
CHAPTER XV
Rules,
1. Emmett, Dorothy,
pp-13-14.
Harriet,
2. Holter,
Oslo, 1970, p. 25-
3. Ibid.,
Macmillan,
Roles and Relations,
Sex Roles and Social
1966,
Universitetsforlaget,
Structure,
pp. 34-5.
4. Ibid.
248.
p.
,
Michael P., Rapoport, Rhona, Rapoport, Robert
George Allen and Unwin, 1971, pp. 149-50.
5. Fogarty,
and_Eqj!jjjy,
6. Ibid.,
P-151.
7. Zweig, F., Women's Life
9. Fogarty,
10. Ibid.,
Ibid.,
et al.,
1952, p. 87-
Gollancz,
and Labour, Victor
8. Lansbury, Daisy, 'The Private Secretary'
The Road to Success, Methuen, 1936, P-77.
11.
Sex, Career
N.,
(ed. ),
in Cole, Margaret I.
(above), p. 466.
417.
p.
p. 39T.
Equal
12. Department
of Employment,
for Legislation,
Government Proposals
Opportunities
19T3.
for
Men and Women:
Move In: A Sociological
Jane E.,, 'When the Girls
13. Prather,
Job,
Journal
Teller's
Feminization
the
Bank
the
Analysis
of
of
4,1971,
Family,
Vol.
33,
the
Marriage
pp-777-782.
no.
and
14. The Times, September 16,1971,
letter
of
from Mrs. J. Escombe.
15. The Times, June 23,1969.
16. Memo, 'What Makes a Top Secretary?
17. Melville,
Joy,
'Judy',
' November 6,1970.
Punch, February
5,1969.
18. Dale, R. R., 'Co-education
and Women's Attitudes
Occupational
Psychology,
Vol. 42,1968,
Social Life',
19. Holter,
20.
Millett,
(above),
Kate,
to Men in Work and
PP-153-16o.
P-133.
Sexual
Politics,
Rupert
446
Hart-Davis,
1969,
P-55.
'Hov
21.
New Society,
22.
Millet,
(above),
p. 37.
Holter,
(above),
pp. 210-11.
23.
24. Mack, Angela,
1964.
Fair
are
Secretarial
Women? ',
and Office
Work as a Career',
25. Brown,
Associates,
Helen Gurley,
3.965.
Sex and the
Office,
26.
Helen
Gurley,
Sex and the
Single
Brown,
6,1972.
January
Bernard
Girl,
27. Brown, Helen Gurley, 'Sex and the Office,
july,
1964.
28. Department of Employment,
(above), p. 21.
29. Wilson, Elizabeth,
*1972, P-5o4.
30. Lansbury,
(above),
'Women Together',
New Society,
of
34. Hunt, Audrey,
pp. 129-30.
35. Jephcott,
1962, p. 69.
ine,
Ma
2,E_K,
Men and Women,
September 14,
P-76.
Keith L., and Smith,
Hilary
J., Office
Management, p. 16.
of Administrative
33. Department
(above).
for
1963.
1970, C. 41.
31. Equal Pay Act,
32. Scott,
Institute
Equal Opportunities
Geiss
Muller,
Playboy
Batsford,
Employment,
A SurvM
Pearl,
Equal
2pportunities
of Women's Employment,
Salaries
for
Men and Women,
Vol. I,
Married WomenWorking, George Allen
447
Analysis
HMSO, 1968,
and Unwin,
1973,
CHAPTER XVI
EMPLODENT AGENCIES
Employment
for
a good many years;
in
listed
were
1
lareas
a) that
b) that
provided
While
groupss
the
23
It
rapid
are
in
growth
of
office
has been
among those
London
Great
one hundred
Home Coi2nties,
of which
the
In both
become part
being
found
underground,
in
use a particular
Itemp',
that
is,
as
business
of
of
scene,
in
agency
a person
London,
is
and. on hoardings;
when changing
who
is
employed
448
of
in
this
as many
5
agencies
have
agencies
competing
In
streets.
prominent
it.
as enter
employment
branches
many main
secretaries
newspapers
each year
with
companies.
establishments,
are single-branch
usual
at
have become public
and four
by side
side
certainly
almost
one having
and suburbs
the
aimed
advertising
to
of
least
at
have a number of branches,
4
go out
centre
of which
of offices
however,
seem to
1,600
concentration
and eighty,
The majority,
now
majority
are approximately
Britain,
high
concerned
the
which
there
that
in
and the
Some agencies
with
staff,.
agencies
many occupational
serve
a consequence of the relatively
there.
when a satisfactory
agencies
has been estimated
employment
private
half
most
placement
deal.
and
who charge
employee a feelusually
employment
private
the
employment
of
employment agencies
or-the
potential
by the Government,
service
women'
has been completed.
job placement
with
by private
for
women about
advise
two types
are
as a free
offered
the employer
either
there
existence
bureaus
'employment
to
written
in
have been
workers
as 1898
as early
Nowadays
service:
office
a publication
work.
of
for
agencies
addition,
the
London
invites
jobs,
or to
by
an agency
secretaries
work
and
as a
is
sent
to
who
of
and
of
employees
the
in
created
are
of
(it
staff
Government
Government
function
to
tended
leaving
in
trained
remedy
England
set
dealing
the
poor
not
are
6
for
cater
this
staff,
7
although
which
employment
to
dual
have
unemployed,
the
private
by the
reinforced
in back
sited
employment.
their
of
and the
placements
buildings
of
and unemployment,
workei-s
is
jobs
inadequacy
the
of
section
employment
Exchange
staff
100,000 nev office
as a consequence
both
office
demand for
and because
upon manual
Labour
has helped
of
which
they
even require
to
the Government is
sector.
housing
of
insufficiently
with
streets
to
seeking
private
the
applied
agencies
of one hundred
9
to be licensed.
out
employment agencies
11
19T3, so as to give
'
employment
Local
to
and forty-
agencies
Local
the
past
been
stringent
did
others
1971 only
the
thirty
Authorities
required
agencies
10
Committee rec'oMmended that
all
be licensed
Authorities
concerning
Local
Then a Government
should
In
in
and sufficient
some had
a licence,
be licensed.
numbers.
laws
have
to
able
a telephone,
while
granting
four
their
Licensing
Authority;
before
have been
to
contribute
make it-known.
to
of
agencies
are a desk,
8
requirements
outlay
discretion
activities.
between
for
increasing
that
year)
and management
business
establishment
rules
case
situation.
promotional
I
to
with
'The only physical
at the
the
workers
catering
the
of
possibly
The ease with
up in
every
agencies
and expert
this
office
agencies
has been estimated
non-manual
Exchanges
in
intermediary
an
temporary
as a result
concentrate
The image of
as
secretaries
replace
loads.
work
acts
whereas
agencies,
of
extra
agency
employment
both
come about
with
to
agency.
in
The growth
office
help
employee,
job
a temporary
the
staff,
permanent
employer
to
or
absent,
are
has
for,
employers
various
and this
more control
449
became law
over
in
agency.
Private
employment
staff,
office
specialise
in
temporarj
staff
both
temporary
agencies
place
seems to
be an increasing
but
there
the
provision
temporary
of
for
accounts
staff
a considerable.
and permanent
tendency
to
Placing
only.
proportion
the
of
of
of large
agencies
and is their
most profitable
source
12
income.
The correspondence
function
by secretaries
performed
is
vital
turnover
to
the
operation
is
when a secretary
and -not been
left
which
service
In 1968 it
Council
area
The majority
or because
they
to
or educational
based
office
common reasons
in
provide
to
staff
and that
lasted
staff
filled
were
take
not
temporary
from
a
be replaced
work
regularly
temporary
descending
order
agencies,
workers
of
less
than
at
gave
priority.:
)150
of
by previously
for
permanent
because
Alfred
found
13
weeks.
permanent
inducements
financial
but
positions,
of
social,
formed
a
These conclusions
14
employed.
which
London
six
and consequently
by the
undertaken
Greater
the
three-quarters
work
their
commitments,
employment
in
staff
staff,
to
unable
on a survey
largest
called,
quickly.
between 2 and 4 per cent
group from those permanently
different
were,
all
had been wooed
domestic
the
of
vacancies
who were
of
sometimes
that
temporary
by those
wcre
secretarial
temporary
who had decided
staff
missing
was estimated
for
of
has t, o be filled
position
are
or has
sickness,
notice.
were
assignments
all
consequently
through
as they
41,000)
(approximately
establishments,
absent
her
replaced,
enables
short
relatively
most
on holiday,
or bureaux,
Agencies,
of
Marks
that
for.. undertaking
Bureau,
the
the
most
work
one
1.
They were
2.
They
to
about
not
could
accept
3. They preferred
5.
They were
in
the
varied
because'of
work
routines
temporary
work
domestic
temporary
of
whilst
holiday
on a working
(11%)
work
for
waiting
permanent
reason
their
standard
work
when they
women did
the
books
it;
feel
less
were
possibly
in
'temps'
for
the
diversity*of
(Appendix
were
1,
secretaries
in
some time
little
doubt
they
at
22).
London
some stage
find
in
keep
and not
those
of
number
this
of work
type
on
who worked
a limited
hours.
of
for
its
as for
more as well
work
their
of whom were
all
had ever
that
careers.
451
half
of
45 per
employment,
provides
full-time
done temporary
(and
IQPS
and
temporary
in
term
temporaries,
was. found
sample
temporary
them to
one-third
survey,
It
supplement
gained.
they
whether
the
of business.
school
move about
present
undertaken
that
preferred
that
them to
world
the
for
one company,
the
the
'permanent'
were
experience
the
from
and apparently
to
question
had at
secretaries
elsewhere
was to
allowed
6nabled
during
opportunity
asked
it
off
actually
in
Secretaries
cut
holidays,
agency
Some younger
employees,
or
work
work
moreover,
to work
able
this
of
temporary
- temporary
wanted
school
regularly,
variety,
living
of
and to
Many mothers
during
overseas
15
employment agency reported
why most married
practice
from
(10100
U. K.
A survey by another
the
or
(16%)
go abroad
(10%)
work
the
area
(13%)
the
doing
They were
the
permanent
commitments
or personal
4.
move from
a useful
all
work
the
NAPS)
cent-of
so there
is
service
for
from
those
(Table
case
reasons
work
be
would
this
above;
given
was largely
XVI. 1).
XVI. 1
Table
'temps'
by the
population
the
that
temporary
undertaking
given
a different
are
be expected
might
for
sample
present
different
the
it
employees,
permanent
by the
'temps'
as has been maintained,
If,
The main reasons
for
having
done tempor&ry
London
work
secretaries
(n=515)
% of those who had
done temporary
work
in'
'Filling
2.
For
between
before
experience
3. Moving
or going
4. Domestic
5. Did
taking
abroad
or personal
desire
not
jobs
permment
36
job
a permsment
22
10
-
7
commitments
permanent
employment
6. Other reasons
19
100
That
the
between
jobs
makes it
than
would
to
in
a temporary
of
emphatic
was a misnomer,
since
or typist.
anything
like
would
It
enough
enable
they
all
her
to
could
fulfil.
their
change
interviewed
(Appendix
out
only
job
in
the
452
7,
employ
the
work
time
of
this
in
order
secretary'
a temporary
a Itempl
in
no. 12).
question
a 'temporary
that
for
some time
at
agency
pointing
the
temporary
may contribute
employers
was impossible
about
to
which
case,
of
existence
secretaries
employment
in
was undertaken
occupation.
secretary
Some were very
t ypist,
the
quarters
had used a private
employ
which
be the
work
the
for
much easier
rates
three
Almost
may mean that
otherwise
turnover
towards
study
jobs
permanent
employment
of temporary
proportion
greatest
to
shorthandlearn
she was employed,
the
secretary
she
from
The most
was replacing.
was to
in
fill
during
sickness
vacant
(twenty-seven)
employers),
in
filling
and to
deal
a 'temp'
employing
(fifty-nine
holidays
(thirty-five),
due to
for
common reason
jobs
while
increased
with
absence
remained
loads
work
or
(twenty-three).
Board for
The National
special
16
.
Prices
and Incomes found in 1968 that
very few employers
used
rush jobs
temporary
in
staff
indicate
may
finding
to
order
meet peak
a recent
in
change
the
the
holidays
to
periods.
their
either
own,
they
staff
not
from
ýith
or,
the
in
stand
usn temporary
experience
as an aid to the
'temps'
employer
and help
were
from
pool.
them had been
agencies
so poor
to
at
who could
peak
Others
employed
at
that
they
in
organisation
part-timers
did
organisations
because
all,
of
stand
times
enough
Several
for
work
systems
a large
when necessary.
staff
whereby
temporary
a person
did
staff
employee
was willing
full-time
typing
a former
organised
they
other
arrangements
children)
if
some had no need to
because
(often
who was absent
departments,
to
the
by employing
different
as 'temps'
use
absences
A few firms
any secretary
used
other
or have
marry
occasional
not
Some had private
known to
who had left
for
or
work.
absentees'
an individual
in
who did
employers
do so during
staff,
labour.
of
Of the
latter
temporary
use of
been
has
recommended to employers
which
one
17
deployment
so this
loads,
work
their
to
preferred
manage
without.
Criticism
a number
1.
of
Charging
and temporary
of private
18
issues.
excessive
office
employment agencies
Among other
fees
to
things
employers
staff.
453
has centred
they
for
the
have been
placing
around
accused
of
of:
permanent
2.
job
Supplying
turnover
3. Encouraging
and by the
to
applicants
Vhom they
employees
4. Encouraging
by charging
employee
as a fee.
Producing
the
same defects
but
the
the
service
present
(65 per
rest
cent)
Those who were
felt
upon whom they
salary
20 per
level
of
the
of
vary
sufficiently
from
and permanent
who had
employers
were
cent
15 per
satisfied
with
had mixed
cent
good and bad experiences,
dissatisfied
find
particular
and who provided
rely
with
agencies'..
employment
had managed to
could
these
emphasise
temporary
unreservedly
were
satisfied
they
to
and sixty-five.
A further
had received
they
both
hsd had both
they
annual
tended
of
only
received.
that
general
whAch does not
study
placement
secretaries,
in
feelings,
jobs
alternative
up the
the
of
Salary
one hundred
they
service
advertising
applicant.
the
Among'the
used temporary
the
the
about
by bidding
of
job
offering
of
placed.
a percentage
of
in
Employers
of
already
drift'
a uniformity
quality
staff.
have
'salary
salaries
with
practice
low.
type
by a particular
among staff
questionable
has been too
whose quality
agencies
a good
service:
'I
if
and
meet them so that
I pay more I get
'Girls
but
'I
a lot
they
is
which
notice,
duds,
tend
just
employing
happy
on Fridays
which
the
staff.
specification,
'
at
their
service.
and crises.
has to
day and it
is
I am very
454
short
I have had one or two
with
rushes
regular
people.
job
good and provided
for
come for
an exact
important.
very
'temps'
of work
better
to be fairly
I an fairly
use
theylave
'
There
is
be done quickly,
much cheaper
pleased
with
often
so
than
agency
service
have
-I
very
works
'I
sometimes
Some employers
to
superior
*agency
'temps'
to
chose
a particular
must
reports
about
the
be
same
who are
the
discovering
secretaries
was
as occasionally
of many
minds
in-between
permanent
they
whether
jobs,
like
would
without
or person,
organisation
of. the
rest
those
mentioned
of
quality
only
work
(Table
surprising
by employers
assumed not
not
to
to
have
for
committing
the
sent
them out,
of
the
if
many of
temporary
fault
source
summer,
Mencies
they
the
otherwise
or, else
took
were
455
of
dissatisfaction
them have never
the
of
workers
criticisms
The situation
applicants
employer
in
towards
many of whom were
staff,
XVI. 1).
their
requirements
The main
a few weeks
test
standards.
and their
temporary
felt
hostility
concerned
staff,
above.
be entirely
Even where
it
whether
and indeed,
be inadequate,
or
the
the
employers,
of permanent
placement
was in. the
would
be in
way of
reflected
hardly
This
stay.
was considerable,
before,
to
beforehand.
agencies
to
thought
temporary
using
secretary,
a reasonable
From the
the
my secretary,
they
which
a permanent
particularly
themselves
o.
that
those
for
agencies
contradictory
remarked
finding
to work
than
occurred.
a good way of
is
it
and
time
'
annoying.
however,
Two employers
as it
all
girl
"temp"
a better
get
named the
others;
often
'temps',
the
'
well.
can be very
which
"temp"
same
the
they
often
worked
is
was considered
agencies
they
chose
detailed
this
said
who were
presumably
to
overlook
particulars
said
to
supply
of
the
staff
both
In
specif fied.
were
say at
given,
it
addition
frequently
changed
who in
and temporary,
permanent
the
so that
beginning
Sometimes
this
during
is
This
It
said
was also
work
were
that
to
may have been
which
through1he
all
girls
two-week
times
several
change
the
new one has to
and is
not
only
"temp"
would
for
annoying
be in
otherwise
temporary
turnover,
reducing
and forcing
be taught.
us
'
as well.
undertake
stimulating
employees
permanent
staff
and each time
the
needs
was wasted:
work
the
girls-who
encouraged
thus
summer,
for
week,
who will
uneconomical
difficult
but
the
though
period
very
any training
of
the
temporary
that
was claimed
'We need a "temp"
period.
no way fulf 'illed
employment
in
the
for
market
the
increased
through
up salaries
permanent
demand:
'They
foster
the
profit
they
can make,
"rent"
from
the
out,
a proportion
would
of
rather
than
Bureau
has maintained,
population
a straight
than
"temp"
because
week they
and week after
the
of
get
this
girls.
be beneficial
the
the
of
as the. National
Such a situation,
19
pointed
idea
salary
fee.
to
earned
the
staff
employees,
456
Prices
agency
by the
However,
temporary
permanent
Board for
if,
since
temporary
they
took
worker
Alfred
as the
come from
this
and Incomes
Marks
a different
accusation
is
unjustified.
Two employers
them by offers
from
having
reported
of
had their
jobs,
other
secretaries
even. though
coaxed
fee
an agency
had been paid:
'An agency
Obviously
left.
to
tried
fill
back
An employer
She pretended
certain
the
to
as his
giving
his
matched.
This
may in
the
for
devalued.
told
that
no-one
secretaries.
and the
employers
the
It
fact
that
was said
a position
would
State
that
apply,
Employers
the
that
but
feelings
for
rang
all
both
are
felt,
reluctantly,
that
'
criminal.
agencies
were
had become
up an agency
they
and
they'vere
liked
shorthand-typists
457
which
a shorthand-typist,
since
never
agencies:
useless,
they
and
and
two were
employment
an employer
was, vacant
a secretary
about
'secretary'
title
and
her
service
I think
private
it
the
absolutely
ones.
agency
qualifications
parasitical.
They are
said
he needed
of
her
an unnecessary
efficiency.
afterwards
submitted,
explain
be allowed.
not
private
Several
to blame
are
part
that
same list
had already
wife
'They
should
the
of
and experience
Some time
saying
training
and gave the
qualifications
agency
requirements
so on that
stated
the
herself
the
with
forits
an agency
like.
she would
telephoned
husband
much concerned
her
they
E10 a week more. '
a job
about
so she
and when I
she had left,
position
me at
for
apply
job
of
to
her
please
job
a better
secret -ary
didn't
she once tested
particulars
kind
vacant
who was very
said
secretaries
job
that
the
her
offered
nrj last
offered
to
had to
be called
go
with
along
deception
situation
earn
would
have
the
more by the
in
intervention
the
for
Evening
typists
year
VIIý)
it
the
Table
XVI. 2
sh/ty
1950
of
secs-
1955
40
17
196o
49
69
1 53
as had been
analysis
for
ofmadvertisements
day of
on one set
The method
in
described
of
99
207
the
selecting
Chapter
VII.
in the Evening
Standard
appearing
1950 - 1970
typists
and secretaries,
No. of ads. placed
by private
employers
sh/ty
sees
Total
No. of ads. placed
by employment
agencies
sh/ty
sees
Total
257
57
38
12
50
118
44
6o
104
59
149
45
.
27
63
108
5
36
41
57
84
26
150
176
260
done
shorthand-
5523
718
1
*L965 50
few advertisements
very
this
number
appeared
was previously
Total
in
in
appearing
carried
included
agency
was made of
a comparison
1950 and 1970.
ads. for:
about
for-secretaries,
was not
Advertisements
for shorthandno.
may
demands and expectations
(as The Times
which
yesrs
advertisements
Total
titles,
XVI. 2 showsthe
and secretaries
between
however,
be obtained
could
of
Standard
Table
these
1970
matter
shorthand-typists,
in-, Chapter
increased
advertisements
and private
London
any clue
the
the. agencies
The agencies,
the
were
themselves.
shorthand-typists
To see whether
agency
to
was a
secretaries
since
and consequently
practice.
responding
it
considered
agencies
shorthand-typists
been
only
they
although
on them by the
played
more than
paid
of
this
458
14
XVI. 2 shows three
Table
in
earlier
of
to
as opposed
agencies,
those
while
stable
for
than
for
simply
typist
jobs,
placed
by private
typists
by just
that
number
those
of
for
employers,
secretaries,
or
jobs,
of
conclusive
devaluing
evidence
the
term
for
shorthand-
shorthand-
that.
agencies
'secretary',
greatly
to
call
therefore,
deliberately
although
459
increased
such
outweighed
Agencies,
six-to-one.
advertising
advertisements,
shorthand-
by agencies
placed
jobs
only
advertisements
for
the
whereas
low
the comparatively
those
tending
alternatively,
The analysis
in 1965 agency advertisements
outweighed
by almost
and
secretaries
they were now calling
may have been
.
for
chose to advertise
they
relatively
Both employers
jobs
more
advertisements
secretarial.
by 1960
remained
tripled.
two-to-one,
shorthand-typists
more than
but
secretaries,
In 1970, secretarial
employers
secretarial
for
advertisements
of
have meant, with
secretarial.
over
by empbyment
placed
outnumbered those
and not that
secretaries,
for
Although
number of advertisements,
for
number
secretaries
considerably
tbis'may
typists,
increase
and the
shorthani-Typists
shorthand-typists.
secretaries
advertisements
advertisers.
were advertising
employment agencies
number
Between 1,9JOand 1970 the total
for
for
total
the
of
proportion
advertisements
those
was reversed.
number of advertisements
the
total
outweighed
shorthand-typists
the position
of
the
in
increase
the
described
were
which
shorthand-typists,
private
1950 and 1955,
In
in
to
and proportion
number
are
increase
as opposed
secretaries
the
These
the
advertisements,
for
in
VII.
Chapter
trends
major
only
jobs
for
sts,
shorthand-typi
does not
led
the
provide
way in
a devaluation
has
however,
could,
in
The change
occurred.
undoubtedly
simply
reflect
in
emphasis
increase
a real
advertisements
in
demand for
secretaries.
'horror
From the
it
employers,
would
stories'
be unreasonable
not
desperate
demand situation
itinerant
individuals
.r.
o- unstable,
anyone
of
else
be that
of business,
may have
jumped
the
on to
However,
have
prefer
to
than
no-one
In
at
these
with
as
of
the
holidays,
consequently
The
established
said
to
proven,
article
absences,
of
the
their
as
standard
with
and have
the
from
less
simply
situation.
that
claim
employers
skille"or
experience
an
bear
the
employer.
1963,
be members
21
It
explanation
has
found
it
has
been
been
for
employer
disturbed
pressure
brunt
has
of
and
of
work
expressions
various
the
case
pointed
of
in
out
dissatisfaction
into
goes
disrupted
and
in
admitted
a Itempl
that
staff,
is
abnormal
none
although
temporary
among the
agencies,
occur.
situation
nkployment
in
unemployable,
dissatisfaction
profit
operations,
defects.
provision
part
employme nt
that
when
the
be
to
an office
LW
the
of
agencies
the
lowered
ethics,
someone'vith
on their
an editorial
market
all.
defence
reports
to
labour
many of whom go out
themselves
agencies
them--provide
officialreports
against
hoping
the
as much trouble
the
for
regard
bandwagon
responsible
for
agencies,
little
the
have
have
explanation
smaller
assume that
be considered
might
they
made by
complaints
into
agencies
staff,
Another
might
agencies
because
attracting
acceptance.
to
has attracted
who normally
and that
in
and vociferous
so
due
on,
and
frustration
to
she
on
20
Agent. s Federation
of
and
one-third
approximately
(accounting
for
80 per
46o
Great
cent
Britain
of
of
all
was
agencies
agency
are
business).
laid
The Federation
in
order
is
stated,
to
down a list
preserve
certain
'Members
to,
prejudicial
likely
or
'Members
that
that
ensure
is
those
for
that
vacancy,
',
unsuitable.
interview
to
applicants
employer
These
Either
employers
heard
of
complaint
the
Federation).
fairly
which
had been taken
bills
for
in
that
support
their
a temporary
received
a credit
to
had taken
five
pay.
of permanent
complaints
the
or they
asked
461
know about
they
whether
of
defensive
had
any
action
to
was not
legal
pay
action
who claimed
do one day's
Agencies
after-sixýmonths.
member
do not
be sceptical
survey
staff
staff.
about
One employer
days to
shall
is
temporary
not
is
believe
believe
and two had taken
service,
refusal
to
The only
in
to
applicant
staff
placing
that
investigated.
an employer
a prospective
reason
were
experience
to
Federation
by employers
to
reason
submit
They may also
unsatisfactory
of
the
(employers
itself
being
to
to
unsuitable.
placing
unaware
whose
agency
state
submitting
the
to
also
steps
and their
have
down for
are
can be forwarded
Federation
the
laid
have
conduct
prestige
any employee
submit
not
apply
Conduct
submitted
avoid
and shall
rules
ones are
and similar
to
of
employment
employment
principals
order
the
of
reasonable
are
not
whom they
any employee
unsuitable.
agencies
in
employers
'
for
whom they
'Agency
thoroughly
take
vacancy
employer
Also,
I
applicants
and shall
nor
it
rules
the
upon,
and Code of
shall
a specific
any prospective
discredit
The Rules
and Associates
only
suitable
having
to
'
bring
Conduct
be guilty
must. not
Federation,
the
of
generally.
to
Code. of
Among their
standards.
and Associates
and good reputation
business
Rules'and
of
22
do not
work
eventually
charge
a fee
to
if
employers
a permanent
length
a specified
Such credits
period.
invoices
all
deplore
themselves
because
shortsighted,
temporary
their
to
High
long
that
run
use an employment
agency
I
use temps
We asked
time.
who could
girl
So I tore
as hard
situation
easy
for
for
wre trying
it
get
one.
take
type
to
push
up the
the
agencies
and their
send bad people.
you
avoid
using
never
a ride
in
sent
most
is
a bill.
going
not
any more,
girls
in
sent
I think
wages.
the
of
them they
through
and it
the
to
try
the
be so
because
we
'
costs.
from
I would
for
worth
good and they
staff
though,
I loathe
standards
to
not
are
ýLnd then
changing
but
they
any more,
you get
1ý use a Itempl
desperate,
try
for
market
low
with
for
even
again:
If
cut
the
exceedingly
had determined
survey
is
to
employees,
will
someone really
as possible
being
not
are
combined
this
barely
up.
agencies
contracting
Agencies
and trouble.
time
a
don't
they
employers
in
of
employers.
marginal
charges
companies
and several
if
inevitably
are
24
within
one-fifth
more responsible
standards,
own services.
the
the
for
account
to
by promoting
they
work,
must mean in
them,
low
a job for
23
weeks) and credits
when an employee leaves
by agencies
submitted
in
stay
twelve
to
or refunds
must be assumed that
It
ten
made to employers
are subsequently
this
(about
time
of
does not
employee
an agency
rather
work
is
little
462
I an absolutely
twice
Even
agencies.
There
if
to
(well
as long
myself
than
known agency)
choose
between
them. '
in
This
turn
this
outside
that
company has led
so high,
then
a situation
If
staff.
permanent
not
to
the
and older
employers
not
to
need
is
fulfils
staff
office
It
or long
a job
is
4. Temporary
(In
part
of
way.
do,
and often
permanent
5. It
helps
recruiting
fee
of
the
a specified
advertisement
temporary
the
to
because
he can cover
tq
needs
carry
under-
is
help
provided
by an agency
completed.
should
United
enable
States
force,
total
the
temporaries
enabling.
wages bill
as an integral
used
are
to
employers
to be
operate
with
staff).
increase
The advantages
for
to
than
notice
shorter
more flexible
temporary
of
labour
fewer
since
this
staff.
help
the
the
at
and no longer
periods,
3. The continuity
lower
in
functions:
staff
employer
full-time
employed
until
employed,
over-react
can,
over-employ
women were
increasingly
agencies
by the
do himself.
could
makes the
short
five
temporary
provides
employer
2.
to
but
service,
not only to employers
25
Fulop has said that
an agency providing
employees.
It
that
tend
a useful
provide
1.
no doubt
a Head Office
among young
i
There
they
where
turnover
an employer
to be employed
are
women were
would
that
privately
'temps'
no more
for
own problems,
has stated
survey
saying
edict
its
may create
the
of
using
permanent
agency
number
only
of
are;
when the
weeks of
may find
it
463
a firm
pays
new employee
both
necessary
has
direct
the
the
to
advertising
full
completed
recruitment
employment;
means more work. for
an applicant
than
rather
agencies
staff
force.
labour
total
employer
answer
by
and employee
numerous
in
advertisements
the
firms;
of
has been
to
get
in
his
turn
employer
of which
applications
between
14' and 10 per
whereas
the
15 per
cent
average
the
the
in
be incurred
if
cost
need to
that
leaves
the
employee
weeks.
the
cost
of
of
fees
full
employment
stated,
"Ibe
the
of
for
it
agencies
vary
salary,
*
annual
the
advertisement
more than
the
agencies,
than
rather
method
of
dletre
raison
why employers
reason
the
undertake
is
recruitment,
For
and time-saving.
successful,
firm
on the
may
other
when the
only
new
ten
approximately
the
to
are willing
work
themselves
that
they
pay them
more effective
quicker,
too,
the
agency
often
(she)
is
likely
he
than
of posts
for himself,
the chore of replying
eliminates
one more quickly.
The National
charges
excessive
Board for
made by agencies
in
view
of
the
Prices
for
fact
'
placing
that
464
offers
to discover
to advertisements,
avoids applying for posts that have already. been filled,
enables him to find
a fee
or use an alternative
are
employee,
employment
of private
a more varied selection
not
must
is
weeks the
agency,
agency
of
28
Fulop,
that
is
advertising
a disadvantage
two or three
an employment
in
has been
costs
Also,
after
With
pays
are
and even when an advertisement
re-advertise.
a firm
hand,
27
dozens
sift
a vacancy'by
salary.
is
new employee
filling
of
advance;
two
or three
through
26
suitable.
to
an employee's
of
annual
may have
one or
two
with
introduction
the
cent
advertising
newspaper
only
that
estimated
of
interviews
order
and
29
and Incomes found in general
temporary
no fringe
staff
benefits
were
were
by the
paid
to
given
employer
permanent
staff.
the
salary
of
percentage
inflationary
effect,
The Report
in
in
to
this
of
show that
hourly
increased
of
rates
30 per
agencies
raised
pay for
office
able
to
to
that
an
be an unreasonable
employers
to
could
cover
absences,
in
staff
of
the
London
increase
the
G. L. C. area
the
scope
widening
they
was about
on a relatively
Employment
marriage.
in
increasing
The regularly
imposed
situation
'average
Central
1965 and 1968,
to
evidence
were
job
of
agencies
might
likely
never
opportunities
be
to
it.
solve
The National
with
the
were
dissatisfied,
s,ervice
is
problem
of
of
for
the
employers
no doubt
it
Prices
agencies.
more acute.
because
excessive.
Board
half
approximately
P.eport
paid
not
in
secretary
of
because
the
alleviate
an
would
there
was little
-30
Whereas the
salaries.
was being
and earlier
girls,
have
own earnings.
effectively
1964 and 1968.1
force,
labour
static
might
that
grades
staff
a
their
felt
were
staff.
between
cent
all
fee
which
ofdiarging
the. salary
more
a temporary
between
cent
demand for
for
maintained
by 15 per
placed
They also
own staff
pay,
practice
inflate
would
temporary
of
staff
a straight
also
earnings
the
by inflating
problem.
adding
Fulop
the
of
turn
any case use their
instead
However,
that
suggested
pay or holiday
as sick
since
agencies
employee,
solution
such
found
They possibly
that
their
survey
were
study
in
central
London
employers
this
465
for
were
way because
the. supply
incensed
temporary
dissatisfied
two-thirds
present
charges
felt
in
that
reported
In the
because
Several
and Incomes
staff
the
at the
were
Report
not
ignored
the
replacement
fact
that
for
absent
investigated
a true
higher
Passion
substitute.
large
employers
a larger
also
a State
to
the
instead
the
that
of
neither
therefore,
claims,
the
born. e by the
have
that
the
expansion
by the
laid
and may in
labour
they
of
mobile
turnover
the
office
and
staff
which
make no
in
competition
move was unjustified.
in
agencies,
but
employer,
they
were
the
that
were
employers
Employment
employers
from
maintained
unfounded
and that
could
labour
being
He concluded,
of
not
that
the
be dissociated
force
-.
31
Manchester
! ones also
impermanent.
466
office
up in
set
Department
were
play
has been taken,
agency
discourage
agencies
encouraged
structure
traditionally
fact
of
pay a fee.
to
utilisation.
against
to
who benefited
employees
age/sex
is
private
so those
could
and which
the
that
did
that
accusation
being
costs
with
vulnerability.
has examincd,
Employment
of
and
and Manchester
Government
and claimed
profits
make,
placement
agencies
case
their
charges
the
London
move by the
the
their
output
was a nal.
Government
the
M. Jones
Richard
Department
of
of
worker
of
were
was not
terms
This advice
in
opened
taxpayer,
was controversial
improving
taken
in
in
seen to
have been
that
worker
because
aroused
role
competing
the
by the
from
temporary
sector,
was successfully
the
the
private-sector
this
private
He found
in
if
was being
were
employers.
terms,
economic
borne
than
suggested
on the
modelled
charge
with
cost
employment service.
and establishments
were
temporary
employer
and more effective
through
the
an adequate
charges
although
the
agencies
not
usually
to
advantage
The Report
If
was also
employment
felt
staff,
permanent
the
replacement,
were
staff
basis.
on that
was considerably
the
temporary
which,
lie
since
The existence
as a brake
act
It
the
which
to
should
new-style
also,
Department
of
Government
owes to
to
service
the
the
the
ahead of
Since
in
large
staff,
the
effect
upon the
advertising
impression
said,
for
pay
of
total
large
in
in
were
a reasonable
they
did
the
the
the
pay for
them with
will
surveys
the
so as to
were
sample
of
in
the
highly-paid
467
particular
33
their
staff.
quoted,
19TO,
actual
secretaries
their
secretarial
have
alpsitive
Also
jobs,
It
newspaper
by
a false
must be
advertisements
and the
showed that
pay structure,
jobs.
of
surveys
in
earnings.
between
raising
has been
average
highest-paid
average
salaries
only
It
and pay situations.
of
reflection
of
or more of-all
supply
only
present
advertise
of
half
a comparison
which
of
since
organisations
supply
that
secretaries
not
private
own employment
guilty
organisations
rates
employ
newspapers
however,
above
and large
may be created
secretaries
the
its
of the
a debt
for
do so.
effect
rates
determine
found
by agencies
and agencies
actions
in
presence
represents
improve
to
potential
organisations
London
central
the
market,
to
use such surveys
been
have not
publication
to
employers
encourage
the
sector,
how to
an inflationary
may have
salaries
private
Government
do have
that
out
the
that
agencies
however,
32
may,
by agencies.
charged
be recognised
Employment
agencies
they
pointed
agencies
community.
Although
salaries,
being
rates
perhaps,
the
Government
competing
excessive
has taught
agency
keep
of
pay of
advertisements
that
is,
Agencies
are
an impression
interested
the
secretarial
Code of
not
for
to
should
in
interesting
and
work,
(Chapter
busy
want
secretaries
signs
and that
frequent
employer
An early
'Be lucky
for
find
jobs
a scarce
in which
secretaries
coLmodity
rises.
demand situation,
including
an increase
increased
employment
early
will
marriage
which
in
on the
affect
It
is
is
due to
not
opportunities
agency
is
a lowering
468
policy
image.
making
that
way
agencies
the
that
workers
women in
of
the
price
of
agencies
a combination
for
are
remain.
suggested
office
by good
advertisement,
agency
to
be
that
an irresponsible
open market,
demand for
and childbirth,
impression
emphasises
want
intelligent,
supported
to
be
seem to
There
eftcourage
which
employees.
stable,
same thing.
beginning
say that
end to
be happy-go-lucky)
ap proach
any demand situation
of
and
responsibility
the
gives
employment
(suggesting
go happy'
do not
do not
and glamour
to
a resented
a more responsible
In
the
of
example
shall
older,
wanted
These needs
is
ceasing
behaviour
prospects
advertising
animosity
Rules
like
to
reputation
the
image
the
promotion
the
the
they
found
were
X).
want
are
and advertisements
to
mobility
employers
their
agencies,
employers
Some agency
incompatible.
that
study
(Chapter
secretaries
skilled
of
good pay,
XII);
lowering
workers
'many
context,
Although
that
be prejudicial
this
this
generally.
states
advertising
and flippant
for
agencies
image
the
not
Secretaries
kept
about
agencies
be prejudicial
through
creating
In
and pay.
occupation
Conduct
advertising
pay,
glamour
complained
secretaries
of
in
of
as irresponsible
secretaries
of
only
however,
guilty,
of
create
circumstances
generally,
other
fields,
birth
rate
in
in the
1950S and the
is
and this
can be laid
staff
see the
terms
the
complained
are
secretaries
luxury
This
in
which
of
from
partly
central
although
other
the
London,
included
these
than
of
establishments
establishments
approximately
large
organisations.
cost
of secretarial
were
half
Small
services
of
status
be
many
the
up.
only
secretaries
than
the
sample
The majority
one secretary,
were
are
may
concentrated
of
and size.
employ
more acutely
give
being
random nature
organisations
469
had left
The discrepancy
done.
types
to
some
dissatisfaction
employer
of
the
all
so acute,
and role
to
of employers
all
found
indeed
be assumed that
reluctant
are
have
of
is
is
although
service,
from
and partly
It
mechanisation
employees,
sample
present
adopt
seem to
extent
reports
same econonic
and others
must
employers
a greater
the
few employers
It
terms
reluctant
secretaries
women part-time
found
to
34
underemployment,
one which
study
agencies
of
under-employed.
is
satisfaction
slow
who,
are
effectively'.
shortage
a secretary'in
of
are
Relatively
attract
in
business
labour
of
reason.
to
attempting
agencies
secretarial
themselves
staff
office
Hence they
while
this
of
of
shortage
employers
their
of
office
for
arise
section
their
secretaries
age;
of the situation,
adyantage
current
of
shortage
utilize
that
the
feet
parts.
a paradox
with
the
at
office
to take
for
as other
and to
jobs
blame
an increasing
despite
to
the
school-leaving
by employers.
resented
Much of
the
of
in a position
however,
are,
raising
employed
likely
do large
to
feel
by
the
organisations
than
to
in
the
be more numerous
and outweigh
In
market.
each might
made by one employer
It
has been
cent
the
of
that
stated
and employers
employers,
explanation
that
is
employers
are
to
that
not
catering
situations
come across
secretaries
as a status
more likely.
to want
symbol,
them to
employing
of
supply
course,
bosses
considerably
sometimes
abilities
can
more satisfactorily.
to'86
staff
office
of
sample
random
criticism
of
organisations,
supply
by agencies,
all
per
may offer
an
agencies
consistently
interested
in
secretaries
for
older
preferred
actually
large
where
and hence
the
36
older
are
more
executives
are
allotted
executives
are
organisations
junior
London
central
employment
investigation
this
Agencies
-secretaries.
likely
in
this
fifty
secretarial
catered-to
of why it
employers
and yet
firms.
amount
of
structure
35
'.
employment
(although,
views
small
different
between
the
agencies
to
than
would
establishments
times
the
agencies
10,000
their
ten
on secretaries
therefore
criticism
secretaries
organisation's
The difference
report
fifty
where
the
'top
ten
large
basis,
into
be fitted
express
Employment
to
on a contract
words,
represent
one company).
more secretaries
other
with
might
one employer
within
dependent
Their
one secretary
that
be more critically
to
organisations.
larger
are
be likely
power
likely
also
and are
be young.
improved
be
have
might
37
Fulop, who has
by Christina
Vario-gs ways in which the situation
in particular
been put forwardo
of
made a number
both
have
employment
already
sensible
agencies
been
ado-pteýl.
and practical
recommendations
and employers.
She proposed
470
Some of
her
an increased
concerning
recorimendations
control.
by both
activities
agency
over
licensing
comprehensive
38
Bill,
1973, dealt
in
the
with
agencies
I
complaints
when
should
provide
for
satisfaction
their
internal
make
arrangements
periods
and sickness,
work
Greater
to
by using
employers
might
problems.
At present,
employers
inadequate
to
it
is
It
hoped will
is
probable
as fully
now exploited
placement
of
by catering
This
may lead
office
for
any case
as they
staff;
other
to
in
the
the
occupational
secretary
for
being
agencies'
this
471
made in
Chapter
XVII
end.
private
market
agencies
potential
operations
g roups,
to
and demand situations
are
the
out
willing
be able
only
supply
can the
current
employers
will
that
situation
agencies,
sending
towards
contribute
peak
for
agencies
the
also
agencies
Recomendations
balanced.
more evenly
which
service
a satisfactory
provide
blame
if
could
many of the
blame
agencies
Employment
them.
accept
are
while
staff,
improving
staff.
between
alleviate
and: secretaries
and
holidays,
for
part-time
and agreement
cooperation
descriptions
They
cover
provide
reasonable
most
employees.
office
should
same time
the
at
while
more efficiently,
they
job
more detailed
employers
be more forthcoming
should
who make the
agencies
employment
made to
agencies;
made concerning
find
to
they
use staff
job
are
around'
charges;
Employers
Agencies
State
of
being
charges
of
possibility
circumstances.
certain
'shop
with
improvement
the
this),
means;
(The Employment
agencies
of
and legal
voluntary
are
have
for
now growing
and by expansion
becoming
the
more settled
abroad.
and its
rather
agencies
worst
than
to
being
problems
quick
expansion
continue
to
ameliorated,
vill
be required
flourish.
472
since
for
constant
privpte
service
employment
]REFERENCES
CHAPTER XVI
A Dictionary
1898.
1. Mrs. Phillips,
Women's Institute,
2. Fulop,
Affairs,
(above),
Open to
Women, The
Institute
Markets
forK. Sployment,
Christina,
Research Monograph 26,1971,
p-39-
Economic
of
Seventh Report
Employment Services
and
L4-I.
EMSO, 1973, p. xix.
Commons Paper
Committee,
3. Expenditure
Vol. I, House of
Training,
4. Fulop,
Employments
of
P. 39.
Board for Prices and Incomes, Office Staff Employment
5. National
89, HMSO, 1968.
Salaries,
Report
No.
Charges
and
-Agencies
6. Fulop,
(above),
7. Department
P-87.
of Employment,
8. Fulop,
(above),
9. Ibid.,
89.
p.
People and Jobs,
p-39.
10. Employment Services
and Training,
:Ll.. Employment Agencies
Act,
Fulop,
(above),
13.
Office
Staff
Employment
14.
Alfred
Marks
Bureau,
15.
Manpower,
12.
16.
Office
Staff
1973, C-35.
17.
FuloP,
(above),
of
Agencies
The Mobile
the
Empl2yment
20.
Memo, editorial,
Labour
Force,
Temporary
Agencies
Charges
Worker,
of
Employment
Conduct.
kgents
1968.
1968.
and Salaries,
23rd
Agencies
January,
Commerce,
Charges
1970,
A Survey
(above),
p. 2.
Federation.
of
h73
Great
on EnSagement
and Salaries,
(above),
p. 16.
p. 2.
Committee,
Employment and Social
21. Expenditure
45-ii,,
Minutes
Evidence,
Employment Services,
of
22.
July,
p. 2.
p. 112.
Employment
19.
(above),
Charg es and-Salaries,
,
Female
Chamber of
18. City of Westminster
Staff,
Office
1969.
Clerical
of
Staff
(above).
43.
p.
Profile
Office
1971.
Britain,
Sub-Committee,
Services
HMSOV 1972, P-722.
Eules
and Code
23. LEmployment Services,
24. Ibid.,
45-ii,
25. Fulop,
(above), P-52.
26. Ibid.,
P-72.
45-iii,
(above),
P-745.
P-728.
2T. Ibid.
28. Ibid.,
41.
p.
29.
Staff
Office
30. FuloP,
Employment Agencies
(above),
Charges and Salaries,
(above),
86.
p.
31. Jones, Richard M., 'A Market for Labour and the Office Staff
Vol-X, no. 2.
British
Journal of Industrial
Relations,
Section',
JulY 1972, pp-193-20532. Fulop,
(above),
Board
33. National
No. 132, Cmnd. 4187,
34. Fulop,
(above),
p. 101.
for Prices
and Incomies,
IDISO, 1969, pp. 29-31.
Salary
88.
p.
35. Employment Services,
(above),
45-ii,
36. ibid.,
45-iii,
37. Fulop,
(above), pp. 111-112.
p-742.
38. Employment Agencies Act,
(above).
474
P-727.
Structures,
Report
P-17.
CHAPTER XVII
DISCUSSION AND RECOMMENDATIONS
How the
present
In
Chapter
women in
clerical,
position
I it
in
twentieth
early
middle
clsss
this
at
terms
of
respect
a time
Population
led
to
its
social
status.
it
required
since
when education,
Women's presence
men clerical
workers
because
the
which
occupations
did
not
and in any case, male clerks
accepted
accept
female clerical
increase
workers
occurred
in demand for
and-economic
reform
on behalf
from
home.
the
was suitable
in
was acceptable
literacy
of
women, was a scarce
led
typewriter
threaten
of
to
new
new
established
employment,
into
and
of women.
unions
Employers
because women were prepared
male counterparts.
workers,
475
to
Furthermore,
was a general.
a movement for
political
of women and an improvement
women's education.
by
accepted
and adoption
at a time when there
clerical
in
which
were not organised
much lower pay than their
women's acceptance
only
invention
the influx
so had no power to resist
and
employment
was probably
offices
to
The
nineteenth
standard
for
and the
appear
the
work
a certain
of
occupations
up work
Office
such as telegraphy
technology
take
in
predominance
a demand for
especially
re source.
in
had worked
to
constrained
the
circirnstances.
the
women who hitherto
come about
secretarial,
by historical
part
centuries
These women felt
in
was shown how today
women in
single
of
has
secretaries
and particularly.
may be explained
excess
of
in
The movement
from
due to
of women was probably
There
at
all
for
(Chapter
women - who were
were well
job.
placed
from
mobility
further
do the
work
more routine
middle
who first
encroachment
As the
secretary's
its
adoption
As far
employment
class
who were
means.
resented,
origins
class
among the
status
with
and
the
of
standing
the
women of
and they
cýose association
work.
clerical
persons
women would fulfil
of
the
status.
were
being
employed
led
in
a change
employer.
476
of
office
individuals
office
employment
setting
This
in
in
expansion
an office
employed.
to
the
by private
The growth
themselves
has probably
before
employed
assistants.
to more secretaries
circumstances
highest
became less
had'been
work
general
by middle
secretaries
it
secretarial
of
by other
social
as can be ascertained,
as general
individuals
had the
their
need of maintaining
the
it
upward
se; emed to
out
work,
I,
lower
of its
by virtue
occupations
standing,
job
a secretary's
also
mobility
clerical
typewriters
for
it
and
of
than
rather
of
mobility
Chapter
adopted
diminish
part
secretarial
upward
demand
task
who operated
work
upward
of women with
who might
education
often
for
as was shown in
class
people
clerical
offices
a traditional
a good opportunity
offered
e in
on a typewriter
only
in
employed
was an increas
correspondence
opportunities
addition,
the
the
to men, who sought
attractive
numbers
there
out
As more women adopted
work.
In
to
Secretarial
offer
hence
came to be carried
a secretary,
the
in
developments.
different
of
by a proportion
work
As correspondence,
secretaries.
office
ýby hand,
I),
secretarial
a number
increase
was a continuing
levels
to
clerical
the
shift
needs
led
helping
in
of
employment
the
dominate
the
as women's
work.
As women came to
came to be regarded
of
nwnbers
of
the
this
that
job
fit
which
(Chapter
society
striking
in
these
falling
to
owing
the
a movement
prompted
fear
a similar
at, a time
of
the
that
the
influx
of
is
definition
called.
to
usage..
for
in
nineteenth
the
which
offered
For-that
was
which
the
limits
which
ig-'sufficiontly
vas decided
of the research
considerable
typewriter
to
women,
opportunities.
clearly
thlkt-t4o
repognioed
Practical
(p. 52) was 'anyone who is
by the person V+,*, employs ler, l,
4
to
place
receiving
new opportunities
reasonrit,.
probably
secretarial
taking
century
as
Today,
work.
women are
as an instrument
of, 'secretary'
occupation
from
certain
which
Then,
demands. are
for
the purposes
a secretary
the
are
century.
segretarial
movement
secretarial
there
workers,
opportunities
seen
The occupation
in everyday
less-skilled
Then as now,
frequently
of the
status
the
and that
situation
a demand for
invention
was seen as an
it
now
of women in
Indeed
nineteenth
clerical
But whereas
for
events.
half
from
when equal
attention.
features
certain
role
problem
historical
prompts
work.
managerial
today's
today's
was a fear
there
are
traditional.
between
latter
the
the
with
by virtue
not. only
there
prevails;
some of
similarities
existed
now,
of
in
lie
well
is
It
increasingly
XV).
The origins
occupation
attitude
it
occupation,
The iresearih
.
Itsell
was designed
to
bring
was reported
in
Chapter
activities
or
in
of
typing,
the
'the
of
of
possession
of
the
findingq
problem
These
areas
evident
them all
to
office
a special
is
summarize
in
the
syndrome
are
i-,
the
not
even shorthaw
If
which
one atte"t
Identifies
can be described'as
features
to
This
exception.
without
service
skill
how diverse
no one function,
characteristic
a few persons
one or
and the
correspondence.
eMBloyment
secretarial
From these historical
the present
is
and there
common to
a general
of
Problems
is
It
X.
the main
secretary'
provision
what
secretaries
which
light
out
did.
secretaries-actually
study carried
developments
and from the research
out among secretaries,
can be identified,
certain
are
some of which
in
major
interdependent.
are:
1. There
are
2. Training
insufficient
for
promotion
secretaries
3. The age structure
is often
of the secretarial
4. There is insufficient
abilities.
prospects
differentiation
for
secretaries.
too limited.
work force
iS u-nbalanced.,,,
in jobs and in secretarial
the
Tb-ese issues
There
insuffi
are
cient
XIII
Chapter
discussed
are
promotion
showed that
in
opportunity
for
respondents
knew secretaries
Promotion
for
for
from
moving
kinds
promotion
for
person
individual
felt
secretaries
jobs
present
higher
to
on the
they
administrative,
had no
although
many
elsewhere.
one hand
on the
or,
status,
position
usually
whom she
works.
The
been
shown
(Chapter
XIII).
has
secretaries
at
ending
of her
boss's
as working
other,
managerial,
employees,
employers
or trainee
were
to
or
as
other
secretaries
either
attachment
of
to
two
in
into
in
actual
put
that
of
in
an apprenticeship
used to be, and
to
ought
traditional
478
other
if
structure
Ideally,
be overcome.
structure
secretaries
the occupational
within
ihe
terms
structurally.
the organisational
higher-status
the
to
as being
part
a young
in
promotion
from
organisations
increasingly
sideways
in
an
individual,
possible
advancement
into
to
for
possible
as men secretaries
would
directions:
it
the
of
for
prospects
employers
to individuals
problem
working
any
different
were incorporated
this
is
status
a secretary
a high-status
secretaries
just
situation,
only
enables
their
regard
than attached
hierarchy,
stage
completely
limiting
promotion
to
it
but
by
attachment
Not
early
status,
thus
secretaries
stepping
a very
the
reflects
limit
to
a secretary
ladder
a promotion
rather
become
to
secretary
in
their
secretaries.
of work.
A secretary's
thus
most
may be viewed
secretaries
secretarial
for
prospects
who had achieved-promotion
ofincreasingly
persons
below.
be able
way,
individ-uals,
of
the
to
that
advance
is
or by
organisatiOn
by
on
itself,
as they
obviously,
more than
small
and have
the
0r
they
will
first
2.
In
where
find
the
leave
either
by the
it,
or
to
Clerks,
in
Universities,
administrative
Registrar's
Department
of
advancement
occur.
by employers,
(Chapter
unsatisfying
fail
training
Clerks:
offered
are
occupation
instance,
For
limitations
prospects
are
more. lines
setting,
professional
to
there
in
training
a business
a necessary
by Articled
Managing
for
industry
of
appropriate
undertaken
undertaken
such promotion
women will
able
is
which
except
Unless
often
of becoming
service.
possible
are
is
be considered
as that
careers
be considered.
possibility
could
such
could
which
work
secretaries
work
which
with
large
limitations
obvious
circumstances
secretaries
in
is
these
profession,
do the
could
some kinds
expertise
are
Service.
possible
in
even
possibilities
legal
there
Civil
the
are'more
and in
advancement,
However,
promotion
the
prospects
Where professional
to
-promotion.
do in
to
able
organisations,
others.
prerequisite
in
at present
such promotion
than
rather
are
to
be attracted
XIII);
it
in
the
place.
for
Training
tasks
this
limited.
too
often
An increasing
emphasis has been laid
by employers,
and training
need,
as a first
who have
to
emphasise
requirement
of
a secretarial
by enployers
hiigýjj s peeds.
attained
a wasted
investment.
fast
dictate
very
saying;
consequeýrjjtjy,
as they
upon correspondence
institutions
have tended
sometimes reinforced
often
is
secretaries
as a reflection
and typing
shorthand
who pay more for
However,
Employers
these
practice,
the
is
secretaries
skills
are
be expected
cannot
need -time to' consider
without
speeds
This
training.
what
secretary
of
they
very
to
are
'Loses her
high
in
doubt
as a necessary
a very
useful
attain
high
write
letters,
is
asset
to
said;
should
emphasis
on office
certain
other
is
the
that
majority
experience
lack
of
the
work
in
position,
little
value;
sphere
if
several
they
her
training
secretarial
she often
she wishes
valuable
to
has to
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years.
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were
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At present,
apply
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gained
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wishes
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and therefore
young
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to which
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and typewriting
and banking
skills.
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is
of what
sense
finance
training
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problem
at meetings,
othervords,
training
career
Minutes
the
be solved.
IV);
to
secretaries
how to
training
secretaries
A second
any career
In
can be
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take
economics,
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shorthand
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this.
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of
of
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teach
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secretarial
(Chapter
as a secretary;
provide
of
experience.
course
should
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problems
work
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procedures.
direction
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but
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it
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business
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a valuable
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,
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have
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secretarial
National
as the
such
studies
including
qualifications
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skills.
often
assimed
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part-time,
forward
'01
GCE
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entry
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some credits
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the
to
for
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least
at
training
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institutions
training
towards
might
safeguards
has
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proposed
qualifications
such
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simplify
proposed
that
by a system
of
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proposal
to
provide
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continue
institution.
work.
is
it
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subjects.
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and ONC/D, so that
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the
to be adopted,
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acquire
after
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credits
481
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qualification,
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ONC
accumulated
BACIE also
ýxperience.
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Association
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methods.
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(BACIE)
it
standards
qualification,
qualification.
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in
would
The British
levels,
single
enable
of
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recognition
shorthand
business
Firstly,
of
and OND qualifications
in
of
Education
seem valuable.
become real
they
simply
proposals
be comparability
should
a secretarial
such qualifications
question
and three
examinations,
put
the
secretaries
public
basis.
in
and Diploma
achieving
day release
offers
Certificate
having
consist
attain
or
investigating
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of
and Industrial
Commercial
for
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which
Higher
and Diploma,
to
to
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Certificate
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be possible
should
National
way towards
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she would
Business
Certificate'and
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gone a considerable
their
in
Awards
into
be incorporated
could
two letter
she
that,
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proposals
of
accumulated
to
secretaries.
credits
is
It
is
which
occupation
and work
often
less
had she been
a man, that
her
it
ability;
their
Giving
purpose.
older
of
a period
by putting
to
absence,
is
there
that
which
combines
might
therefore
which
courses
OND, courses
all
kinds,
for
the
with
business
be valuable
lead
would
of
both
attitudes
be seen to
They would
of business
students
themselves-as
a traditionally
Trying
level
of
to
supportive
change
attitudes
school.
Careers
might
to
similar
be encouraged
economic
secretaries
and commercial
secretaries
and would
courses
be introduced,
administrative
a training
of
modular
By mixing
advantage.
and towards,
female
to
as the
institutions
If
colleges.
an essential
full-time
such
qualification
general
studies
it
more two-year
ONC and OND were
of,
course
studies.
by training
be receiving
fulfilling
a full-time
for
a business
a further
gain
after
training
secretarial
institute
secretarial
qualification
English
be adopted
could
including
would
to
for
easier
work
secretarial
and secretarial
to
some long-term
make it
should
provision
studies
to
ability
rectify
qualifications.
in
men and women undertaking
courses,
the
inadequate
chosen
such women to
to
further
deficiency
which
secretaries
their
an
she has underestimated
for
experience
gain
have
she would
that
and women returning
One particular
is
for
help
great
a woman has entered
that
she realises
be of
would
after
demanding
credit
secretaries
only
be made easier
should
diffidence
early
experience
to
function,
change.
that
of
view
than
rather
role.
towards
advisers
482
training
in
schools
could
begin
and Youth
at
Officers
Employment
business
to well-educated
particularly
promotion
be taught
-;'of their
returning
to work
return
in
If,
skills
of
the
young
group
work
to
a relatively
families
the
the
easier
for-
standards
would
rise.
Employers
would
initially
the
within
the
shared
work
in
working
and thus
by more mature
work
jobs
their
with
terms
them
force.
h853
have
age structure
expectations
more often
are
and
In the
and this
second
in
secretaries
secretaries
employees.
In the
unbalaaced.
the
of
Most
there.
is
force
associated
explained
change
should
company.
problems
IV)
to
enable
would
which
secretarial
(Chapter
they
appropri4te,
training
further
then
as possible,
work
if
and then
learn
they
so that
and its
secretaries
unstable
training
provide
before
can be largely
people
to
be completed
employment
are not
younger
and have
to
of
and unmarried
needs which
place,
of
likelihood
training
for
The age structure
London
an increasing
expect
necessary,
the
no
'Girls
initially,
were
employers
than
other
Many of
can find
they
marry
applies
be.
secretaries
into
move
central
they
undertake
organisation
if
if
is
there
trainsecretaries,
to
as much about-the
1
they
general
work,
be advised
to
after
will
rather
starting
consider
to work
addition,
secretaries,
improve
school
more t-raining
This
become disheartened.
that
at
some recognised
skills.
usual
who,
girls
may-well
prospects,
and the
as the
to
lead
become
to
who wish
girls
whých would
as well
qualification
should
encourage
a training
take
to
secretaries
could
place,
first
leads
they
appear
pq V,
.
than
other
salaries
in
turn
being
offered,
is
consideration
Older
staff.
they
situation
at
which
do,
tend
but
suffer
lack
and the
least
to
from
brought
to
the
loss
of
more influenced
account;
the
employment
any other
jobs
intrinsic
of
status
of
by the
for
work,
it
as
find
uf
secretarial
being
promotion
the
a satisfactory
work
is
which
prospects,
occupation
not ripe
importance
nature
once they
keeping
and
more
considerably
the
higher
to
leads
attracting
and promotion
about
situation.
than
rather
from
their
this
on this
means
in
who are often
vown
pay,
derived
stay
ineans that
adapting
who place
are
which
jobs
effective
of. responsibility
partly
by younger
most
XII),
being
from
that
secretaries,
factors
on the
the
especially
secretaries
their
change
feel
factors,
secretaries
discouraged
they
work
response
demand for
to
are
because
in
young
more ready
employers
(Chapter
operate
the
vhere
situation
work
to
tend
wordz,
by pay are
by extrinsic
secretaries
older
are
forces
market
In
be more impressed
to
dominated
or increased
status.
may be that
It
is
present,
than
more often
so are
indeed
prospects
motivation
for
think
to
are
could
be changed
to
to
accept
make her
of
the
if
a poS'itive
work
secretarial
484
structured
effort
at
Younger
young.
(Chapter
so limited
a secretary
the
is
secretaries,
(Chapter
women
to
of men as superior
be willing
The age structure
London
for
more suitable
older,
more likely
promotion
secretarial
a traditional
XIII),
a long-term
population
were
As
role.
is
there
little
career.
in
made to
XV)
central
attract
women back
older
to
the
by employers.
offered
to
delighted
accept
central
those
back
V
London
If
secretary
increase
in
might
could
were
encouraged
to
if
were
positively
just
to
return
work
up
them,
women teachers
however,
would,
would have to adopt a more flexible
employers
attract
towards
slanted
It
to
bringing
after
as older
work.
secretaries
tried
employers
to
be
XV).
older
of
were
would
employers
number
returning
be successful,
well
the
prospects
(Chapter
'be achieved
advertising
this
of
an older
women who are
children.
promotion
The majority
A significant
in
and if
area,
mean that
towards
attitude
The provision
these women.
as creches may not.
of such facilities
_
in central
London, where office
be realistic
premises are so expensive,
it
is
not
out
of
employer
in
the
present
although
London
to which
such women from
and they
If
service.
the
happy with
found
in
working
his
for
in
simply
Apparently
mothers.
office,
order
he had several
suburban
office
became ill,
children
they
stood
The employer
child-caring.
up to the women to organise
in
left
and was very
the result.
Special
introduction
a suburban
was directed,
work
organised
entirely
arrangements
had opened
to ensure he always had a reliable
one of their
each othex'or
study
One central
elsewhere.
question
district
sane
cooperated
all
of his
who were
secretaries
attract
for
deal
a great
the
provision
for
married
of more part-time
one study
that
although
secretarial
14 per
485
the
women couldiaclude
work.
cent
of
Viola
single
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women
to
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cent
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be helpful.
company of
small
children
to
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out
while
help
to
of
have
basis,
the
keep
inadequacy
or
differentiation
highly
has
to
therefore,
w'hi; -.h would
of
in
secretaries
back
to
use
to
help
periods,
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might
feelings
prevent
it
and have
ry
themselves
is
job
by the
distinctions
those
indeed
the
jobs
with
same title.
employers
to
description
as a blanket
be made.
is
range
the
of
skills
Secretaries
considerable.
that
to
occupation
classification.
which
responsible
but
and in see:
withtie
however,
occupation;
within
'secrete:
real.
in jobs
associated
be some means available
enable
and thus
correspondence,
the
skilled
call
to
were
'rush'
at
at
returning
agencies
employment
practice
spent
be welcome
employers
or
re-
sap the
from
would
come to be employed
with
found
called
scope
indicate
to
if
differentiation
of
and responsibility
B.re able
in
lack
nature
a further
on.
anyone, ýiho deals
traditional
cent
as a consequence
least
to
them
they
on holiday,
problems
'secretary'
only
a secretary's
likely
were
that
from
major
The term
is
firms
the
the
muchleing
or
-cient
.
concerns
but
The period
alternatively,
secretaries
later
One of
who are
If
children
are sick,
staff
',
offer
ease
may prevent
same way as 'temps'
the
4. There i
abilities.
for
and this
to work.
to
leaving
on a temporary
them in
to
would
of mothers
8 per
etc.
She stated
seems to
work
confidence
who were
basis.
by firms
programmes
into
iI ntroduction
full-time,
work
which
2
typists,
'
employment.
central
this
of
part-time
home in
doing
women were
of married
per
as 'secretaries,
full-time
were working
resent,
not
so
few skills
There
and to
should,
secretaries
Firstly,
is
some stand4rdisation
This
needed.
employers
secretaries;
have
they
of basic
level
certain
will
recognisable
advantages
for
will
know that
their
standards
by which
bpdies
available
(Chapter
Ideally,
of
feel
that
by various
have
and employers
system
present
a
they, may be judged.
of
examining
idea
little
(Chapter
qualification
mean devising
would
the
which
V),
and
have
will
controlled
any particular
standardisation
into
scale
value
relative
qualifications
employers
employees
and secretaries
of
of the
both
knowledge
a variety
qualifications
secretarial
have
At present
are
of
XIV).
a nationally-agreed
be
could
qualifications
incorporated.
Secondly,
it
and if
needed,
of
a universal
qualificatipns,
Grading
the
requiring
grade
training
be associated
or
in
with
of
might
categories
of
is
secretaries
system
a recognised
be
recognition-could
be (as
atentative
b)
secretary,
audio-typist,
possession
(Chapter
secretary
levels
certain
of
X),
each
education,
and experience.
The above proposals
if
for
basis
a firm
and d) managing
secretary,
senior
scale
grading
shorthand-
a)
suggestion):
to
then
established.
c)
were
for
grading
which
they
of
is
secretaries
would
be working
so that
the
most
able
jobs.
All
jobs
requiring
take
into
account
principally
the
analysed
to
and not
just
secretary
vill
to
be successful,
be similarly
should
women are
be working..
only
represent
the
one side
directed
services
the
degree
status
of
A Managing
to
of
of
the
the
then
most
demanding
should
for
be
involved,
responsibility
person
jobs
the
distinguished,
a secretary
Director
1187
of the coin,
whom the
who uses
a
to
only
secretary
(or
have his
should
to
likely
of
Payment
using
from
job.
A reservation
jobs
downgrade
to
their
the
is
that
in
greatest
opposition
particular
are
and the
symbols,
is
likely
to
be considerable.
requirements
of
a particular
it
might
to
employers
prompt
interesting,
less
and makethem
greater
as status
organisations
here
the
organisations
to
By so doing,
secretaries
that
point
large
messages
accordingly.
give
this
be related
should
graded
secretaries
these
telephone
and take
job
at
for
occur,
guilty
ýresistance
is
It
responsibility.
most
her)
may be encouraged
employers
is
letters
write
so as to
reduce
costs.
An add--'tional
impose
of
part
on the
restrictions
they
feel
undertake
cannot
a part icular
general
employment
bounded
by rules
definition
aims,
expectations
which
will
is
provide
to
require
it,
are happy
by
c-Listinguishing,
those
with
less,
which
of
in
the
a variety
job
secretary's
secretaries
can this
The essential
of
is
more
status
488
of
differing
problem
women who
those
which
taking
be achieved;
who
Only
place.
responsible
of
positions
of
for
advancement
feel
with
loss
needs.
erosion
is
and lack
of women with
status
the
attractions
a range
of
as
that
one which
can find
for
opportunities
the
is
flexibility
very
defined
impression
the
One of the
particular
limit
been
has not
may
individuals
by making
secretaries
and attitudes
real
the
work
so that
role,
and to
in
situation
and grading
analysis
or by creating
may lie
their
suit
work
situation
the
of
job,
job
that
and restrictions.
work
secretarial
is
problem
jobs
from
hence
the
emphasis
grading
has partly
rise,
would
into
through
arisen
the
to
were
secretaries
since
It
for
Grading-might
to
because
train,
a well-paid
If
leads
or experienced,
to
difficulties
the
to
better
of
it
nevertheless
is
is
indication
as an
serve
that
of
the
the
be an easy
in
to
training
task,
owing
Chapter
made there
suggestions
X;
will
which
classification
of
get
well-qualified,
stimuýus
described
type
a secretary
being
a greater
not
with
can often
that
demonstrated
categorisation
hoped
for
the
rise.
concern
all-round
would
provide
to
aspirations
stimulus
jobs,
to
be attracted
qualifictLtions
minimal
it
however,
to
continue
little
occupation
of woman who has traditionally
employment
Such grading
be provided.
would
is
there
one with
job.
to
supply
be drawn
no longer
kind
a greater.
stimulate
At present
training.
is
which
the
the
of
status
would
the
as women's
especially
occupation,
if
work,
the
be necessary,
still
advancement
secretarial
undertaken
demand,
in
If
circumtances.
employees
would
which
a confusion
and a secretary,
meet the
for
difference
the
re-learn
historical
marginal
market.
opportunities
a typist
one in
phase,
aspirants
between
responsibility
be necessary
only
ray
a transitional
and. secretarial.
employers
of
in
be imposed
to
It
made above.
on grading
could
be used.
A further
is
that
it
Department
agents
enable
would
more adequately
the
advantage
on the
by being
of
of
Employment
same lines
grading
employment
able
both
to
has
as the
agencies
fit
private
489
to
applicants
entered
and jobs,
secretaries
the
sector
their
fulfil
to
field
jobs.
role
Since
as employment
(Chapter
XVI)
they
perhaps
should
be acceptable
would
which
they
and the
satisfactory
task
both
in
In the
problems.
need-a
works
could
in
to
over
could
a centralised
could
be traqsferred
to
the
If
it
just
they
asset,
useful
if
more men learned
were
Employers
dictating
for
wed
such
are
systems
are
too
a waY as to
eyample,
units
as a training
deal
job
needed
is
the
is
a luxury
correspondence
telephoning
system,
to
to
in small
themselves
It
install
to
is
often
one.
centralised
because
however,
the
they
and for
believe
be orgenised
if,
typist.
gtoups within
secretaries,
the
be a very
dictate
to
satisfaction
490
answering
quickly.
They can,
for
a
letter
occasional
of
instance,
she
would
correspondence
with
were sited
situation
the
skills
and Appointments
hesitant
impersonal.
give
for
many cases
which
as it
a letter
sometimes
to
such systems
in
type
to
the
type
the
dictating
type',
or were
personal
very
as quick.
could
to
Some employers,
require
telephonist,
and other
status.
others;
to
and
may employ
correspondence,
be transýerred
boss.
of
only
appointments,
be passed
these
organioations
Where,
at
so that
jobs.
mitigate
reasons
secretary,
predominantly
and making
duties
her
to
large
for
scales
a more simple
to
applicants
or audio-typist.
a shorthand-typist
telephone
have
deal
grading
and employers,
will
place,
often
say they
secretary
agencies
first
implementing
secretaries
matching
many secretaries,
when they
to
can do a great
Employers
too
other
in
a lead
give
a department,
the
provision
and
of
temporary
to
Women returning
introduced
to
If
in
the
shortage
with
basis
on the
of
same time,
At the
by those
that
secretaries
often
it
is
enlargement
For
instance,
eliminated
('Chapter
for
form,
be revised;
precisely,
pass
over
be trained
is
in
other
so that
which
is
sometimes
correspondence
to
write
tances
letters
to
written
training
of
done,
the
they
should
to
secretary,
herself.
491
examine
be
to
it
that
in
documents
employers
herself
write
to be stressful
dictate
should.
X).
secretaries,
could
acknowledged
to
XII)
secretarids.
secretary
be able
to
(Chapter
(Chapter
does seem strange
It
circum
instead
the
sometimes
desirable
their
under-
was found
formany
dictating
of
to
given
It
Employers
to
present
tasks
the
responsibility
commodity
amount
employers.
be considered
whereas
greater
the
required.
work
secretarial
be delegated
letters
really
needed.
be investigated.
Dictation
X).
and difficult
should
having
a considerable
and the
of
aspect
see how much could
to
work
agencies
to
examine
are
a highly-valued
should
from
are
should
who really
meant
As responsibility
job
employers
if
on to t2e market
help
than
and
be mitigated.
as an alternative
staff
was a valued
variety
and that
loads,
peak work
of more full-time
employment
taken
or temporary
used part-timers
with
relieved,
be released
could
a centre.
dispensed
were
demand would
excessive
be re-
could
such
be considerably
would
Even more secretaries
employers
joining
of many- 'secretaries'
associated
problems
up a family
by first
work
services
way,
bringing
after
secretarial
the
this
work
by no means need be impersonal.
they
secretarial'help,
a perfect
have
dictate
be encouraged
who in
turn
to
should
to
Many employers
of
is
staff
office
inemases
workers
likely
period
is
efficiency
in
the
efficiency
in other
present
industry
to
if
have
secretaries
take
to
steps
work
more responsible
than
a demand situation,
is
want
simply
for
long
secretaries
term,
however,
of
advancement,
prospeCtB
have
to
whether
and obtaining
to
institute
have
higher
higher
will
the
should
training
aspirations.
thing
last
they
aspirations;
they
where
who will'stay
a secretary
difficult
Employers
that
may feel
employers
relative
Consequently
situation.
them to
enoourage
would
it
can find
positively
if
leave
so
women who may
are
are.
really
it
the
promotion
about
they
secretaries
enough
want
they
employment
upon themselves
so as to
secretaries,
they
the
it
take
therefore
In
their
to
owing
partly
may seem to be more diffident
they
for
improve
hierarchy
Perhaps
secretaries
expectations,
how best
consider
them.
because
and partly
role
certain
that,
recognised
It
situation.
supply
organisational
for
as
new entrants,
attract
should
the
structure
a career
employers
of
youth
into
which
ree-eives.
already
to
present
employers
place,
secretaries
proviae
help
the
to
try
one in
same consideration
of organisations
than
The
necessity.
to
the
receive
rather
itself
second
incorporate.
as to
to
parts
if,
adapted
In the
will
office
static.
relatively
remains
transition
one of
shortage
demand for
the
be made from
to
the
that
recognise
supply
have
office
be advisable
might
the
perhaps
to
be permanent;
to
while
therefore
Changes will
fail
still
she sees no
her
Bhe expressei
In
are.
disqatisfaction
or not Promotion
be thel,
be made much easier
Rather
were'redefined.
to
would
of
be to provide
an assistant
than
to
a comprehensive
considering
an individual,
if
the'secretary's
her
primary
her
and knowledgeable
function
function
office
function
should
service.
In
other
between
boss
service
approach
by people
itself,
idea
only
not
that
incentive
of
imposing
them,
able
to
have
little
find
is,
well-paid
incentive
repeatedly
to enjoy
better
their
the
with
function,
it
f9r
may demand
the
sake
of
the
of
advantages
there
Employers
fearful
axe not
work
to
their
work
with
little
more time
stressed
and.
to
to
elsevhere,
girls
training,
a successful
childbearing.
1193
might
the
their
change;
they
and thus
if,
training.
the
for
work
typewriting
effort
to
change$
overhaul
accept
initial
is
persistent'shortage
central
encouraged
devote
ainitial
the
by instituting
mainly
to
be attracted
some employers
prompting
are
or instituting
However,
may leave.
above
proposed
changes
demand situation,
not
will
were encoUraged in schools,
the
the
may
mcretarial
interests;
change.
secretaries
Secretaries
been
has
as
that.
feel
strategies,
services.
organisation
important
many demands on secretaries
and indeed
employment
the
with
can conflict
its
the
organisation
oAe person
a chronic
institute
once working,
or,
may be,
train
in
to
too
they
because
more than
associated
paradoxically,
little
organisations,
the
the
it
approach.
assistant
that,
to
employed
setting,
of
demands may nullify
and these
The difficulty
is
but
most
so vital
for
large
instance,
be the
are
works
a secretax-y
efficiency,
boss
For
correspondence
in
secretaries
secretarieswere
once
and this
service.
The personal-
an organisatioftal
individual
communications
personal
In
relationship
days*vhen
the
employed
be considered,
personal
demand that
since
themselves
the
of
have to
of
in
individuals;
by private
the
be emphasised..
was appropriate
who were
than
rather
should
to be appropriate.
ceased
needs
content
work
and secretary
employed
were
I
the
words,
motivation
to
come to appreciate
more likely
return
to
it
they
after
are
are
An immediate
may be done to
This
to
the
work
they
sufficiently
demanding,
but
situation
hierarchy,
they
power
Thirdly,
emphasised,
be trained
men could
to
return
the
occupational
Secondly,
do everything
the
occupation.
has
this
although
(Chapter
women
for
be
theNork.
should
as secretaries,
implications
some threatening
in
the
that
into
employers
women to
older
graduates
be seen to
could
was integrated
which
induce
to
it
if
secretaries.
of
satisfied
not
are
pool
university
become more interested
might
as has been previously
their
the
by attracting
some extent
At present
is
increase
how to
occupation.
an apprenticeship
in
is
problem
XV).
Recommendations
On the
basis
with
the
1.
Secretarial
2.
Training
discussion,
the
to
different
directed
those
of
should
concerned
place
3. Secretarial
business
training
Business
Studies.
4-Lengthier
system
secretarial
5. School-lavers
to
wishing
take
less
in
on speeds
shorthand
studies.
into
be incorporated
such
as the
training
a course
se-cretp-ries.
be standardised.
emphasis
could
to
groups
training
with
should
business
training
the
following
secretaries.
qualifications
and more on general
be advised
above
employment
to
A. Recommendations
the
made,
are
recommendations
concerned
of
take
courses
Awards
should
up secretarial
leading
h94
National
to
a national
a business
in
be instituted.
work
should
qualification-
to
B. Reco=endations
1. A career
present)
2.
Where possible,
in
order
Older
the
to
4.
them the
person
for
whom
provision
in
prepare
for
secretaries
to
training.
re-entry
secretarial
return
and holidays,
of hours
terms
to
by making
London,
central
use of
scale
and to
be encouraged
should
of
business
organisation.
them in
for
be encouraged
should
secretaries
the
especially
provision
A grading
(as
of the
status
employer's
within
work
The efficient
than
other
for
women secretaries
and by the
by
-
teach
other
be devised
upward mobility
the
training
occupation,
special
for
works.
should
secretaries
through
only
a secretary
them for
for
structure
opportunities
providing
at
employers.
staff
should
and the jobs
be examined.
they
fill
should be agreed and adopted where practical.
6. Job enlargement
7.
should be considered.
learn
should
-Employers
more about
present
secretarial
qualifications.
C. Recommendations
1.
Secretaries
where
to
work
to
be prepared
and to
learn
undertake
as much of
Ambitious
as possible.
as an apprenticeship
the
training
employer's
should
secretaries
situation
extra
just
regard
as men used
do.
2. They should
of
secretaries.
should
necessary
business
their
to
consider
a comprehensive
service
to a single
office
secretarial
service
individual.
495
work as the provision
rather
than
as a personal
interested
to
D. Recomniendations
Organisations
Chambers
of
Personnel
unite
to
which
would
to
consultations
concerned
for
2.
the
Management,
Institute
should
organisations,
of
employment
secr6taries
made.
Departments
and Science
employers'
in
training,
with
Society,
on the
of Education
with
of
recommendations
Governmeýt
The Department
Institute
and secretarial
a common policy
embody the
E. Recommendations
1.
The Industrial
Management
adopt
British
as the
such
Comm ree,
of
organisations.
initiate
should
organisations
and those
to
upon grading
order
agree
scales
secretaries.
The Department
approach..
centres
training
to
Employment
of
work
secretarial
by adopting
bodies,
proposals
encourage
could
through
their
agreed
between
a new
employment
Government,
and secretaries.
employers
CONCWSION
It
aims of
the
research
1. To examine
Important
2.
in
To describe
3. To provide
both
in
was stated
secretaries
the
Introduction
terms
this
study
that
initial
the
were:
hypothesis
the
to
of
that
upward
the
secretarial
group
recommendations,
to
is
and social
mobility
for
of women office
vorkers,
and,
occupational
an occupational
occupation
improve
the
employment
''Women.
situation
and employers.
over
496
for
In Chapters,
was important
for
occupational
as the
peak of
to
the
with
which
useful
in
a career
is
did
hoped
employment
mid-point
of
or as the
work,
different
generally
leading
initial
to
stepping-off
However,
of work.
women to achieve
enable
job
secretary's
a career
type
upward
upward
social,
mobility.
that
the
part
description
of
information
the practical
situation
to use the
was possible
Job
secretary's
them to achieve
enabling
as the
the
was shown that
an entirely
not
the major
comparative
and that
It
a career,
intergenerational
It
some women in
or managerial
occupation
it
and XIV
mobility.
administrative
point
XIII
this
for
of
thesis
other
recommendations
of
secretaries.
a sample
of
secretaries
was concerned,
studies
made will
of
will
working
provide
women
help to improve the
REFERENCES
CHAPTER XVII.
1. Bacie News, ?Administrative
and Clerical
4, no. 1,
d? 1, Vol.
Can They be Rationalisc,.
Viola
Britain's
2. Klein,
Kegan Paul-, 196ý, P-34.
3. Heller,
Resources',
Courses mid Exminations
January,
1973.
Women Workers,
Married
'The Managerial
F. A.,
Role in
Journal
of Management-Stuldies,
I
497
1
Routledge
and
Use'of
the Effective
Vol. 6, Februax-j
1969,
p-6.
Appendix
1:
Covering
letter
ST JOHN STREET
DEPARTMENT
-
LONDON
OF SOCIAL
of
the Institute
Secretaries
Private
members of
Qualified
UNIVERSITY
CITY
THE
to
E.C. 1 '
01-253 4399
SCIENCE & HUMANITIES
June,
1969.
Dear
of
to
the
will
I am a sociologist
at The City-University,
jobs.
hope,
I
their
as
and
secretaries
of
be able to provide some understanding
the
time
at
same
and
population,
working
to the secretary
be of benefit
and her
a survey
undertaking
a result
of the survey,
this important section of
to obtain information
which
profession.
Qualified
Institute
the
of
The Council
of
in this
they have
interest
work,
and
expressed
their
to
of
members.
all
questionnaire
a
send
Possibly
to
you
will
I
you.
writing
am
that
in
in
the
the
a
of
copy
year,
earlier
survey,
Secretaries
have
Private
to
given me permission
It is for this
reason
have seen notice
of my
Bulletin.
job to cover,
of the secretary's
As there are so many aspects
it
is
fairly
long,
take
may
you
necessity
and
of
the questionnaire
I hope, nevertheless,
the questions.
to an hour to answer all
up
anything
it.
feel
to
complete
able
You will
that
as a secretary,
you are not working
in your name and address and then jot
to
me.
questionnaire
If
fill
the
would you be kind enough -to
down what job you do, and return
If there are any questions you wish to ask, or if any problems arise
I shall be very happy to deal
in the completion of your questionnaire,
them.
with
to assure you that any information
be
I would like
you give me will
in
in
be
confidence
absolute
and
any
results
produced
such
will
treated
to
respondent
each
make
completely
anonymous.
as
way
a
have
been obtained
the
results
When
and analysed,
to your Institute
that you will
be able
so
available
for Yourself.
Thank
A stamped
you most sincerely
envelope
addressed
for your cooperation
is enclosed
for your
Yours
(Mrs.
) Rosalie
they will
to see the
in
this
help
research.
and
questionnaire.
completed
sincerely,
Silverstone,
B. Sc. (Soc.
)
Head of Department, Professor Sir Robert Birley, K. C. M. G.. M. A., F. S.A.
498
be made
outcome
Appendix
1:
Covering
letter
ST JOHN STREET
DEPARTMENT
LONDON
OF SOCIAL
members of the
Personal
National
Association
Secretaries
UNIVERSITY
CITY
THE
to
01-253 4399
E. C. 1
& HUMANITIES
SCIENCE
June,
1969.
Dear
I am a sociologist
a survey
at The City University,
undertaking
jobs.
hope,
I
the
their
survey,
of
as
a
result
and
of secretaries
important
this
to
be
some
section
understanding
provide
of
of
to
able
information
the
time
to
and
at
same
obtain
which
the working population,
her
the
to
benefit
be
secretary
and
profession.
of
will
Secretaries
have
Association
the National
of Personal
in this
to
work, and they have given me permission
is
for
It
to
this
their
that
all
of
reason
members.
questionnaire
a
send
in
Possibly
have
to
you
will
notice
of
survey
you.
seen
my
I am writing
Newsletter.
the
of
copy
a recent
The Council
of
interest
expressed
job
the
to cover,
the
many
aspects
so
of
secretary's
are
it may take you anything
is
fairly
long,
necessity
of
and
questionnaire
hope,
the
I
hour
to
that
all
questions.
answer
nevertheless,
to
an
up
it.
to
feel
complete
able
you will
As there
If
you are not working as a secretary,
in your name and address and then jot
fill
to
the
me.
questionnaire
return
If there are
in the completion
with them.
any questions
you wish
of your questionnaire,
would you be kind enough to
down what job you do, and
to ask, or if any problems
arise
be very happy to deal
I shall
to assure you that any information
be
I would like
you give me will
in absolute
be produced
in such
confidence
and any results
will
treated
to
make each respondent
completely
anonymous.
as
way
a
have been obtained
be made
When the results
they will
and analysed,
Association
be able to see the outcome
to
your
so that you will
available
for yourself.
Thank you most sincerely
envelope
A stamped addressed
for your cooperation
is enclosed
for your
Yours
(Mrs.
)
Rosalie
in this
research.
questionnaire.
and help
completed
sincerely,
Silverstone,
B. Sc. (Soc.
)
Head of Department, Profe%sorSir Robert Birley, K, C. M. G.. M. A., F. S.A.
499
of
Appendix
THE
1:
CITY
ST JOHN STREET
-
to
letter
Covering
London
UNIVERSITY
LONDON
E. C. 1 '
01-253 4399
DEPARTMENT OF SOCIAL SCIENCE & HUMANITIES
Dear
Madam,
I have been given permission
hand you the enclosed
questionnaire.
by your
employer-to
I am a sociologist
undertaking
a survey of secretaries
'
hope,
I
jobs.
be
the
to
as a result
of
survey,
and their
important
some understanding
of this
section
able to provide
and at the same time to obtain
population,
of the working
be of benefit
information
to the secretary
which will
and
her profession.
like
to assure
I would
you that
any information
you
be
in
treated
absolute
confidence
will
and the
me
give
be
in such a way as to make
will
presented
obtained
results
and employer
completely
anonymous.
each respondent
As there
job to
are so many aspects
of the secretary's
is of necessity
fairly
long and it
the questionnaire
cover,
to answer
up to an hýur
the questions.
may take you anything
all
feel
that
I hope,
it.
to complete
nevertheless,
you will
able
it
home
it
take
if
to me in
and when complete
will
you
return
be most grateful.
I shall
the enclosed
stamped-addressed
envelope,
r
If
there
arise
problems
let
me know.
Thank
this
you
research.
are
in
any
the
most
questions
completion
sincerely
Yours
(Mrs.
)
Rosalie
you
of
for
wish
your
your
if
to
ask,
or
questionnaire,
cooperation
any
please
and
faithfully,
Silverstone,
500
B. Sc.
(Soc.
)
help
in
sample
of
secretaries
ITHE
i
Appendix
1
UNIVERSITY LONDON.
Science and Humanities
of Social
CITY
4partment
QUESTIONNAIRE TO SECRETARIES
ZRSTRUCTIONS: Where a list
,
Dox next to
of
the
alternatives
appropriate
is given,
item.
please
put
in
a tick
the
1. Name
2. Home address
3. Age (in
4. Are
years)
you
Single
Engaged
Married
Divorced
Widowed
5. If you are
married?
Under
1-3
4-6
7-9y
10 El
13 Over
(were
once)
for
married,
how many years
have you been
(were
you)
one year
years (inclusive)
years
ars
12 years
15 years
15 years
6.
do you have?
How many children
None
One child
Two children
Three children
Four children
More than four children
7.
If
what are their
you have children,
is aged
First
child
is aged
Second child
is aged
Third child
is aged
Fourth child
Further
children
are aged
ages?
This
gow r-ome some questions
about jobs held by members of your family.
part of the questionnaire,
important
so please be as detailed
as possible.
in the information,
help you fill
to
some examples are given below.
order
is
an
In
tXAMPLES
Title'of
job
Employed or
Sdlf-e
16yed
Farmer
Clerk
Self-employed
Employed
Assembler
Personnel
officer
Employed
Employed
Rank or
Grade
Foreman
Manager
Description
Vt:
0! "
Employ6d
or
Self-employed-
PAnk or
job
Managed own large farm
Worked in paper manufacturing
company as
clerk
costs accounts
Assembly line work making car bodies
in oil
department
Managed personnel
company
father's
job?
(If
is.
your
Your father
B. What
job).
Please fill
in the details
last
his
give
fjb
of
is
no longer
below. I
Dotcription
L--
501
of
living,
or
is
retired,
job
-1 - -- -,
--
9.
What
was your
job
Title_af
job
father's
Employed
or
Self-employed
10. If your mother has worked
job?
(or was) your mother's
job.
each
mention
11.
If
Title
12.
you are
of
If
Title_of
job
you are
job
(were)
at
If
married,
engaged
to be married,
What was the last
school
Central
Comprehensive
Elementary
Grammar
Private
Public
Secondary Modern
(Secondary
Technical
Other kind of school
Description
(was)
is
Rank or
Grade
like
your
is
your
of
what
of
would
job
/
you like
your
future
Technical)
(please
specify)
Fulltime
[University
Teachers'
Training
Collegeor College
of Education
College
Technology
of Advanced
College
Education
of Further
fe- chnIcal
College-Classes
Correspon
job?
you attended?
have
leaving
you
any further
education
after
15.
If
did,
training?
you
please put a tick
secretarial
run by
ence
job
fiance's
Description
to marry,
job?
husband's
Did
-
job
of
Description
what
Rank or
Grade
and would
old?
is
housewife,
than
time,
what
a
as
any
other
your mother has had more than one job, please
what
Employed or
Self-employed
12 years
were
you
Rank or
Grade
Employed or
Self-employed
13. If you are single
be?
job
to
husband's
14.
when
rganisations
ourse
-502
Parttime
school,
in the
Day
Release
NOT including
appropriate
Evening
Classes
boxes.
16.
the
Examinations
passed, NOT including
secretarial
passed where appropriate).
number of subjects
None
C. S. E.
R. S. A.
G. C. E. 101 level
G. C. E. 'A' level
General School Certificate
Higher School Certificate
Degree
Other examinations
passed (please
specify)
17. Where did
iz!olumns
you first
learn
PlPase
shorthand?
Parttime
Fulltime
training.
put
a tick
(Please
write
the
appropriate
in
in
Evening
Classes
Day
Release
Education
-Uc-)jKe-g-e
urther
Commercial college
Firm's
own School
College
SecreEard: x:
School
Z
Technical
ollege
j Any other place or training
(plea
s
1-8. Where did
you first
learn
ý12i! pz?
Please
put
in
a tick
the
appropriate
iýolumns.
Fulltime
Parttime
Day
Release
Evening
Classes
Education
College
of Further
College
Comercial
Firmvs own School
- Secretarial
College
School
College
Technical
Any other place ' of fr i aining
(please
specify)
19. How long did your initial
both at the same time,
please
last?
training
shorthand
and typing
fill
in column headed 'shorthand-typing'.
If
you learned
Shorthand
Typing
Shorthand-typing
16
months
12 months
7
18 months
13
24 months
19
More than 2 years
1-6
7-
1-6
months
712 months
13 - 18 months
19 - 24 months
More than 2 years
months
12 months
- 18 months
__1319
- 24 months
More than 2 years
any classes
;?D. Have you attended
If 8'p, please state
below
then?
institution(s)
the
and
the cour, nn
training
or had any further
secretarial
the type of training
the
you received,
at which it took place.
1
503
1
since
name of
I
4
What
was the
influence
greatest
in
helping
you to
decide
to
become a
importance,
items
in
(Please
of
order
any
relevant
number
Itecretary?
121 for the next, and so on).
for the most important influence,
Parents
School
own decision
Couldn't think of anything else to do
Suitable occupation until
marriage
Stepping stone to other jobs
Good salary
)
(what
I
this?
do
to
was
wanted
Couldn't
really
what
Any other
Z2. Have
reasons
(please
specify
and include
for
If
done
temporary
work?
so
any
you ever
Moving or going abroad
Domestic or personal
commitments
Prefer
of temporary
work
routine
varied
or other reasons
Stopping
work soon for family
permanent employment
Did not desire
continuous
job
before
taking
permanent
For experience
in obtaining
permanent employment
Difficulty
jobs
in' between permanent
'Filling
specify)
Any other reason (please
kZi. Wnat jobs nave you had since leaving
-senooi,
t4lease fill
below, beginning
in the details
with
tn chronological
order.
a) What was
our position
71-1ed-I e. g. =s t
What is
b) Year Ic) Leng;th of
Itimd
in job.
your
ý5. Do you receive
ýUncheon vouchers.
receive
you
go
basic
pay per
d) Pay per
annum when
8tArting
irob
annum now? (Before
any extra
payments or financial
Please give details.
any other
'perks'?
504
i. e. 11 f
in numbering)
what
reason(s)?
inclua. Lng your
job
your first
e) Type of
firm e. g.
T,
solicitor
job?
present
and continuing
f) Reasozi for
leavin-jq
deductions)
help?
e. g.
Christmas
bonus,
27.
Do you get paid
Weekly
Monthly
Other basis
Who is
28.
personnel
on a weekly
(please
the person
officer.
specify)
who interviewed
29.
your present
How did you obtain
A newspaper advertisement
An employment agency
Family or friends
Promotion
your firm
within
--]School
10ther (please
specify)
-
30.
What are your
31.
Do you work on Saturday&?
Yes (what hours? )
No
(please
Occasionally
give
32.
hours
official
Do you have to clock
Yes
No
in
F
Do you
work during
approximately
you for
your
of work?
e. g.
job?
boss,
e. g. your
9-5
details)
for
you if
you have arrived?
that
or register
you are
for
late
work?
If
S03,
hours,
take
e. g. work after
work home,
regular
ever work overtime?
hour,
details
Please
lunch
or at the weekend.
and say
give
happens.
how often
this
for
paid
Do
any overtime
get
you
you work?
35.
Please give details.
worked?
overtime
breaks
36. Do you have any regular
Please tick
the appropriate
lunch?
'Mid-morning
break (please
Lunch break
break
Mid-afternoon
Tea/coffee
at desk during
Tea/coffee
at desk during
breaks
No specific
Other (please
specify)
37.
present
Through
position?
at work
33. Are there any repercussions
what are these?
34.
basis?
or a monthly
in
work during
columns.
Ile,
(please
the
day,
e. g.
time
for
off
tea,
length)
If
it
morning
afternoon
give
if
if
4
What are your usual arrangements
for
Go home
Have lunch in firm's
canteen
Go out to a restaurant
Take sandwiches or snack and eat
"h
gements
Or do you get
lunch?
it
in
specify)
505
1
Do you
the
office
or elsewhere
in
lieu
coffee,
of
times
there
Are
at
38.
,
last?
does this
'total
work
when
have
you
do?
to
nothing
If
so,
for
time
off,
how
long
Never have nothing
to do
Under 1 hour per day
hours per day
I-2
hours per day
3-4
More than 4 hours per day
(please
Occasionally
specify)
;-39. liow long is your annual holiday?
from Bank Holidays,
please give details
140. In
41.
your
For
For
Vor
For
For
For
For
For
What
11irector.
is
If
you have any other
of this
as well.
job,
do you work for
present
one
one person
but occasionally
one person
mainly
two people
three
people
four
people
five
people
six people
six people
more than
boss's
your
Please
give
job
the
called?
job title
person
for
or
more
than
one
apart
person?
others
e. g. manager
department,
of shipping
for
each person
you work for.
1'.
&I.
42. Do you work for a firm Or Organisation,
Vou do NOT work for a firm or Organisation,
,
ý4nswering this
question.
P
Firm or Organisation
individual
Private
Other (please
specify)
kt3.
1%.g.
ý. C.
i"art
or for a private
go on to question
individual?
no. 46, after
if
you work for a firm or organisation,
what type of work does it carry
out?
bankers,
toy manufacturers,
(such as
large complex organisation
solic1tors,
If you work in a large
I. ).
in which
complex organisation,
please
state
you work.
if
firm
or organisation
your
j)oes
t.
priate.
)Pr
,
Secretaries
Personal
assistants
Shorthand-tvnistn
AudiO-tYPiBts
Typists
employ
the
following?
5o6
Please
tick
where
-7in
there
people
your f irm or organisation
other
who do what you would
45.
but who are not called
If
work,
secretaryts
a
as
secretaries?
so, what
regard
do they do?
and
what
work
they
called
are
Are
46. Do you use any machine
do
you use?
machines
Are
47.
other
than
not
Can you see a time
e
Yes
No
coming
from
away
miles
many
ow
Under 2 miles
3-6
miles
10 miles
711 - 20 miles
Over 20 miles
%2. How long
often
time,
"'y
does it
take
in your
to use audio-machines
prepared
that machines will
change the
49. Do you think
it
be
how
think
will
you
changed?
say
please
S1.
If
work?
so,
when machines
your
you to
work
get
will
work,
job?
secretary's
replace
the
please
give
If
you -do,
secretary?
to work?
move to a large
town or city
secretaries
to work.
the place you came from and the town
please state
If you did this
at
or-city
you moved to.
To
1.
2.
3.
wnen you appiy
[JI Yes
No
for
a job,
are
your
do you live?
From
'ý,4.
what
in Your work?
to use audio-machines
you prepared
Yes
No
(please
Yes, under certain
conditions
specify)
48. If you are
reasons.
So.
in your
a typewriter
you interested
in promotion
prospects?
-8ý5. What features
of promotion
are in general
to you?
Please
most important
i. e. most important
Awnber in order of importance,
111, next 121, and so
feature
'in.
in pay
Increase
Higher status
of boss
Change in title
of job, e. g. from shorthand
typi. st to secretary,
or
to p. a.
secretary
Having own office
More responsibility
Change to a higher
firm or employer
status
(please
Any other
in numbering)
specify
and include
46.
Do you have any Prospects
of Promotion
open to You in Your
You are certain
to be Promoted (give details)
You have a possibility
You have no prospects
of
promotion
(give
details)
Of promotion
immediate
for
future
the
plans
your
job
To remain in your present
To try and get promoted where you now work
job elsewhere
find another
-To Uncertain
_,
%8. What kind of job would you consider
as being at
47.
job?
present
Are
%9. Have you ever
If
did
you
so,
worked
for
a boss who retired,
the
peak of your
or was about
to
profession?
retire?
job before
Find another
he retirea
Become secretary
to his
successor
job in the same firm
Find another
job elsewhere
Find another
he retired
after
Take any other
(please
action
specify)
ý0. Do
you know anyone who used to be a secretary
but who has taken up a
qifferent
occupation
since then? (not including
If so, what was
housewife).
this
If you know more than one person who has done this,
occupation?
please
tliame
each occupation.
I ý1.
Have you at any time seriously
considered
that
other jobs besides
If so, please give details
'%tcretary?
of any other jobs considered.
Do you find your work
Very interesting
all the time
Interesting
most of the time
interesting
with dull
patches
_Fairly
__,
boring
Mostly rather
Very dull
all the time
8
lsol;
of
a
-9for a new job, what would be the most important
63. T-f you were looking
Please number in order of importance,
features
you would look for?
e. g. most
111, next most important
feature
121, and so on.
feature
important
duties
Interesting
talary
Starting
Prospect
of promotion
hours
Convenient
Good working
conditions
Security
Convenient
travel
benefits
Good fringe
Glamorotisýtypfiof
firm or organisation
(please
Any other feature
specify
and include-in
numbering)
64. Wh.at do you like
.
65. What do you dislike
most about your present
job?
most about your present
job?
job entail?
Please give details
66. whiLt does your present
of ALL the different
have
to perform,
e. g. answer telephone,
you
tasks
make appointments,
take shortPlease write
down each activity
etc.
hand no.tess sort papers,
according
to the
it
Leh,
takes
if
time
up,
of
you spend MOST time typing,
'typing'
amount
write
then the activity
first$
which takes up the next amount of time,
,
and so on.
1.
2.
3.
4.
5.
6,
7.
8.
10.
11.
12.
67. Do you consider that you have in any way changed your work situation. '
by
e.
g,,
improving dictation,
making changes in office
routine,
reorganising
any
aspect
If
so* please give details.
work?
your
of
S09
- 10 t8. Dc) you
details
-
69.
In
think
you have influenced
of the
which
Upper class
following
Upper middle class
Middle class
Lower middle class
Working class
Other class (please
Don't know
10-
DC) you belong
staff
ikssoc: Lation,
%qOrk associations
belong
your
boss
socx-.aI- classes
in
would
to a union,
is
membership
72.
job
(not salary),
of view of status
From the point
to
that
below
equal
or
Ls
above,
:
Above
Below =q ual
- a ch er
Clerk
Waitress
Florist
ccountant
Housewife
-d-ffil-ce cleaner
-e s
-9 -u-r
r9-h-op a-ss-ils-i7ant1
the status
job
of the secretary's
Do you think
Too high
Too low
Just as it should be
Don't know
ý3.
74.0
--
75.
76.
,jftqr
If
If
please
give
yourself?
to any associations
to your work? e. g. a secretarial
relatea
Please give the names of any
association
or a trade union.
to which you belong.
If
BNo
you place
so,
specify)
)1.
you
Yes
If
any way?
the status
of the
ou think
Too nigh
Too low
Just as it should be
Don't know
compulsory?,
job
secretary's
would
in your
place
in general
NOT
how do you think
married,
are
you
marriage
Would stop working
Would work until
I had children
Would do temporary
work
in present
Would continue
job
Would get part-time
work
Would get a job nearer
home
Any other anticipated
(please
effects
specify)
would you iAtend
you are NOT married,
having children?
and
marrying
-0N
Don't know
510
you say the
would
of
secretary's
work
is
is
affect
your
career?
10
to
return
to work as a Secretary
If
how
did
ARE
marriage
married,
affect
you
Stop working
Work until
you had children
Do temporary
work
Do part-time
work
in same job
Continue
Get a job nearer to home
(please
Any other
effects
specify)
WOU.1d you
I I Yes
No
Don't
In
be happy
to work
your
f or a woman?
know
attitude
your
Very superior
Superior
Equal
Inferior
Very inferior
know
Don't
to
the
opposite
sex,
do you think
believed
that the relationship
is
often
It
it leads to a romantic involvement.
that
8
?
Ure
Yes
No
Sometimes
often
Don't know
Have you
Yes
No
Did you
work?
ever
felt
a romantic
attachment
of men in
general
as -being
between boss and secretary
is so
Do you think this is a true
to
any boss?
boss
present
ever asked You out?
If so, was it for
your
A formal occasion (e. g'. representing
the firm)
A casual meal, lunch or supper, during the working week
A date after work
A date at the weekend
Home with his family
I: f you
If
?
any of these
accepted
so, in what way?
invitations,
did
it
alter
your
our boss
Single
Married
Divorced
Widowed
If
you are
Yes
No
married,
did
You marry
your
If
you are
Yes
No
married,
did
you marry
someone you met at
R-
boss?
work?
relationship
at
- 12 -
for answering
you
Ithank
110b
be?
glhould,
anything
thore
,,,
questions,.
these
detailed
you wish to add which
and have you any other
questions.
What do you feel
has not been covered
comments?
X. A. S.
June, 1969.
512
by your
a secretary'
replies
to
Appendix
CITY UNIWIL91TY9
Social
of
rtment
2
LONDON.
Science
and Humanities.
qUFSTTONNAIRE TO HOIJSEWIVES
Where a tint
the box next
TIONSI
or
to
in
alternatives
the appropriate
given,
item.
put
please
a tick
in
Name
He"
&ddress
Age
(in
Are
you
Married
Divorced
Widowed
years)
have
you been
how many years
Under one year
(inclusive)
I-3
years
4-6
years
7-9
years
10 - 12 years
13 - 15 years
over 15 years
For
OW
a ildren
any
. None
one child
Two children
Three children
Four children
More than four
you)
married?
do you havet
children
have
children,
you
First
child in
Second child to
Third child to
Fourth child in
Further
children
If
(were
what are the r ages?
aged
aged
aged
aged
are aged
Jobs
hold by members of your family.
This
questions
about
mme
eons
the
or
questionnaire,,
be as detailed
part
as possible.
so please
&n*
fili.
help"yeu,
to
some examples are given below,
r
-talthe-Antormation,
to
an
In
WL'SS
W
LtS
Employed or
Self-employed
1ý
?&rmer
Seir-employed
t!
.
Rank or
Grade
Vmml
-I&-
-aerik
A%Oenbler
0
troonnOl
%:
tficer
.....
"OrKed
as
Employed
Employed
ftployed
or
Self-Implo-yed
or job
Managed own large
ý'ýA
job? (If
What to your father's
Job).
Please
fill
big last
ofjob
Description
Foreman
Manager
nalselp
AI
ýRnrael&nrlnff
Admnalrow
costs accounts clerk
Assembly line work mking
car bodies
Managed personnel department In oil
Company
Your father
in
In the details
Rank or
ft: &Lde
in
f&ra
no longer
below,
Dencriktion
of
livingi
to
or
retired,
Job
5
1-2->
I
What
ktle
i
ofý_Job
job
fattier's
was ynijr
when you were
Employed or
Self-employed
Rank or
Grade
has
worked
If
mother
your
.
job?
ir was) your mother's
job.
tktion
each
Wh&t
.
is
(was)
your
Did
tretarial
you
have any
training?
further
If
tion
of
job
job?
Rank or
Grade
school
e
ant
was
Central
Comprehensive
Elementary
Grammar
Private
Public
Modern
Secondary
(Secondary
Technical
kind
Other
of school
Descrij!
old?
than as a housewife,
at any'tlmeg
other
what in
If your =other
has had more than one job,
please
husband's
Finployed
or
Self-emBloyed
12 years
Description
of
Job
youattended?
Technical)
(please
specify)
leaving
education
after
you did,
please
put
a tick
r-IAA-IP&rtFull-
Fill
time
art---time
school. 9 NOT Including
In the appropriate
ID&y
FDay
____
Release
boxes.
Ii Evening
Even
Classes
University.
College
Training
Teachers'
or College of Education
College of Advanced Technology_
- 1ij -e---of -Further Education
E-o1
_
College
Technical
Eve.nin - -rn - atitute
,,,
ý,
ýýn_ý
UKa:s:ý4ts
ru4 yrgýýnt_
t coins
ce_
_Course
(please
-_gRKrýgpoqden.
-1--EOther
(please
other
pansedo NOT including
Fzavinations
secretarial
passed where appropriate).
number of subjects
None
C. S. E*
R*S, Ae
G. C. E. 100 level
level
G. CA-IAO
Generaý School Certificate
School Certificate
Higher
Degree
other
examinations
passed (please
specify)
training,
(Please
write
614
IQ
3
often
any
the
move to
secretaries
time,
town
a large
town
when you were a secretary,
YOU MOTed to.
or City
or
city
please
From
state
If
to work.
the
place
did
this
came
from
you
you
TO
10
3,
Did
you
ever
work
for
a boas
who retired#
or was about
to
retiref
so did you
'rind another job before he retired
to his successor
Become secretary
Find another job in the same firm
Find another job elsewhere after he retired
(please specify)
Take any other action
to
be a secretary
know
has taken up a
but
used
anyone
who
Do
who
you
,
(not
then?
Including
If got what
housewife).
tforent
since
occupation
If you know were than one person who has done thisq
this
occupation?
%&&.
e name each occupation.
rrom
*. taryls
the
point
Job is
Of view Of status
above, below* or
Above
(not
malary)q
to that
equal
Below
Bqm&l
work?
Did
would
oft-
you
say
Teacher
.
_ Clerk
Waitress
Florist
Accountant
OUAeWite
Office
cleaner
Nurse
Shop assistant
did
affect
marriage
Stop working
your
you
Wock nwitl ym had children
Do temporary work
Do port-time
work
Cont1wo
in same job
to how*
Got a Job nearer
(please
Any other
effects
4
Did
ou marry your bosist
yes
na
so marry
SOmOO&OYOU' mOt at
specify)
work?
NCO
-Sis
the
-
ýnk
kýut
3rou
the
for
answering
secretarrm
these
job?
questions.
Do you
516
ý. ternberq
1969.
have
any
compnts
to
make
Appendix
rlry
ý4rtment,
ITNfV
,
of
!t. il
LON"O -4
Sorvill
SriPncP
And
1111manities.
TO Fu}tn; R
0'
ffllý"
box
-
;ý'. ist
fn
rif-r!
3
S! CRTARis
is , iven,
item.
of Altprnativen
Che nppropriate
Pitt
plense
a tick
in
thlý
ka.
me
Aome
ndfirems
(in
kge
years)
Are you
SI na
F---
Unrripd
Pivorced
Wioowed
It
you are
?
ed
(wprp once) marrio(l,
for
how many years
have
you been
(were
yott)
under
one year
(inclusive)
I-3
years
4years
7years
12 yenra
10
15 yearn
13
15 years
over
do you have?
4ow many children
None
one child
Two children
Three
children
Four children
More than four
children
If
vt
have
children,
what
are
-you
is aged
First
child
is aged
Second
child
is aged
Third
child
is aged
Fourth
child
Further
children
ore ft,'.ýPd
come
v--r to
some
part
help
quemtions
of the
You fill
their
ages?
jobs
held
about
questionnaire,
so
in the
information,
by
family.
This
members
of your
be as detailed
please
as possible.
below.
some examples
are given
is
an
In
AES
'Employed
SelL-e2ploy
ýt.
_Lo,
Self-employod
hrMer
te rk
Employed
F,Mployed
I
'Ayg,,
er
qemb
4traonnol
4fficer
your
fatber's
Rank
(irade
or
Job?
d
or
Description
of
job
Managed
farm
own large
Worked
in paper
company
ma nufacturing
as costs
accounts
clerk
Foreman
Assembly
line
work midiing
car bodies
Manager
Manage(I
in oil
department
personnel
company
I
OF ynur
fat-her
liviwz,
is no longer
or is
Iml! loyr-d
or
Self-emnlayed
Rnnk or
Grade
r ilLý. Lo-
517
(if
job
WhgLt was your
%t]Le
2of
ob
father's
job
Employetad or
Self-employed
I.
][f your mother has worked
(4r
job?
mother's
your
was)
%%ntiolm each job.
(were)
3[f you are
tle
g)f
ý4.
ob
marrieds,
Employed or
Self-employed
Rank or
Grade
at
If
job
Of
S%
jrf
44.
gband
Employed or
Self-employed
you are single
job to be?
Description
of
Job
than as a housewife,
any timeg other
what to
your mother has had more than one Job, please
what in
(was) your
Rank or
Grade
you are engaged to be married,
If
12 yea. ra old?
when You were
Description
what in your
Rank or
Grade
and would like
husband's
Jobt
of Job
fiance's
Description
job?
of Job
to m&rryq what would you like
your
future
last
the
school you attendedl
was
At
Central
Comprehensive
Elementary
Grammar
Private
Public
Secondary Modern
(secondary Technical)
Technical
Other kind of school (please specify)
further
have
leaving
any
education
after
you
Did
If
trainingT
you did, please put a tick
4; retarial
time
.-
schools ! LOT including
in the appropriate
boxes.
Day
Release
Parttime
Evening
! Classes
-University
-i -ng-- Col I -ege
-fe - acherii -*-Iiiiii
of Education
or College
6ifije
of Advanced Technology
--College
Education
of Further
fechnical
College
den ng-Institute
-- I!,
.! Classes
run by Organisations
other
(please
specify)
&OT including
passed,
secretarial
subjects
passed where appropriate).
raminations
of
umber
None
C. SOE.
R, S. A.
00C. E. 100 level
G. C. E. IAI-Ievel
3644061 Certificate
Iligber
Degree
examinations
Passed
other
training*
W!
(please
ry)
MPec':
518
(Please
write
In
did
11, Mbere
you
f irst
learn
Please
aborthand?
Fulltime
College
of Further
College
Commercial
-71-rziT-W own School
College
Secretarial
School
College
Technical
Any other
of
place
(please
specify
its,
Where
Part-time
put a tick
in the appropriate
- -- 'Evening
Classes
Release
rDay
Education
training
specify
_7Cplease
first
learn
did
you
typing?
Please
Fulltime
put
Part.
time
a tick
in
Day
Release
the
appropriate
Evening
Classes
llegre of Further Education
- ---PO
College
Commercial
Pirm'8 own School
College
Secretarial
School
College
Technical
Any other place of training
(plea e specify)
19. Ilow
learned
long
both
did your initial
at the same time,
Shorthand
I-6
months
12 months
7
13
18 months
24 months
19
2 years
More than
training
and typing
shorthand
fill
In column headed
please
T!"ing
'I
months
-6
7
12 months
13
18 months
19
24 months
More than
2 years
last?
It
I shorthand-
you
typing
Shorthand-t"19S
I-6
months
12 months
713 - 18 months
19 - 24 months
More than
2 years
1 40.
training
any classes
flave you attended
or had any further
secretarial
If
below the type of training
then?
so, please
state
you recelvedg
%ince
%he name of the course and the institution(s)
at which it took place,
kl.
If you were once a secretary,
Influence
what was the greatest
to become a secretary?
(Please
ýrou to decide
number any relevant
i.
'11
importance#
for the most important
e.
influence,
%rdtr of
hex
and so on).
Parents
School
own decision
think
Couldn't
of anything
else to do
Suitable
OccuPRtiOD until
marriage
Stepping
jobs
stone to other
Good salary
do what I really
Couldn't
wanted to (what was this? )
in helping
Itemm in
121 for the
S19
-
had since
Jobs hnve you
22. Wbat
below,
in the details
fill
Please
order.
In Chronological
Ik)
"ftt
Year
Was
-1Dosition
7
zosu;
A-ý
'talled?
e. g.
typ
ýj.
U.
leaving
school,
beginning
with
C) ktp&th
af
time in job.
go t
WhjLt
often
itt any
h,nd the
is
your
basic
secretaries
time
when you
town or city
pay
per
d) P2Z per
annum when
job
starting
annum now? (Before
move to a large
were
a secretary,
you moved to.
including
your first
town
or
please
job?
your present
job and continuing
f) Re a son fo z
leaviRg
e) Typ e of
firm e. g.
solicitor
deductions)
to work.
the place
city
state
From
If
this
you did
You came from
To
I.
2.
3.
than yourseir,
ý5. Do you know anyone,
other
who used to
*ho has taken up a different
occupation
then? (not
since
jr so, what was this
occupation?
If you know more than
please
name each. occupation.
qone this,
ý6.
job
From the point
of view of statlis
is above, below or equal to that
(!! Ot salary)q
of: -
Above
Teacher
Clerk
- itress
I-Vft
Florint
-Xccountnnt
m
520
would
be a secretary
but
including
housewife).
one person who has
you
may the
secretary's
-
27.
the status,
Do You think
of
Too high
Too low
Just as it should be
Don't
know
the
28.
In
which of the following
Upper class
Upper middle
class
Middle
class
Lower middle
class
Working
class
(please
Other class
Don't know
social
Irf
31.
lk".
",
classes
would
in
you
affect
your
married,
did
you marry
your
If
you are
Yen
No
married,
(lid
you marry
someone you met at
Do you have
.001,
tSeptemberg
,
you decide
any comments
yourself?
Did
you
specify)
you are
Yes
No
-
did
place
work?
If
F1
tis
general
specify)
(please
effects
32, For what reasons
occupation?
up another
33.
job
how did marriage
you are mnrried,
Stop working
Work until
you had children
Do temporary
work
Do part-time
work
Continue
in same job
Get a job
to home
nearer
Any other
30.
secretary's
to
stop
to make about
1969.
521
boss?
working
the
work?
as a secretaryp
secretary's
job?
and take
Appendix
CITY
THE
ST JOHN STREET
DEPARTMENT
I
4
UNIVERSITY
LONDON
E.C. 1 - 01-253 4399
OF SOCIAL SCIENCE & HUMANITIES
Dear
Thank you very much for completing
and
the questionnaire
about secretaries.
returning
I greatly
apprectite
your help.
Yours
sincerely,
(Mrs. ) R. Silverstone,
B. Sc. (Soc. )
Head of Department,ProfessorSir Robert Birley, K. C.M G.. M. A.. F.S.A.
522
Appendix
CITY
THE
%T JOIIN
LONDON
STREET
DEPARIFMENT
UNIVERSITY
OF SOCIAL
E. C. 1
01-253 4399
SCIENCE & HUMANITIES
October,
1969.
i)ear
You
at
the
that
I sent
remember
of June
about
secretaries
may
end
you
a
questionnaire
Jobs.
their
and
have intervened,
summer holidays
and I
if
I wonder
holve not yet
received
yo"r
you
reply,
it.
I would
like
to emphasize
have
overlooked
for
importance
the
my research
of obtaining
as
I
questionnuires
as possible.
many completed
be
if
therefore
most
grateful
you could
would
to we as soon an possible.
and return
yours
complete
As
the
original
copy has been mislaid
case your
together
another
questionnaire
am enclosius
for
addressed
envelope
your
reply.
a
stamped
with
In
Yours
(Mrs.
)
Rosalie
sincerely,
Silverstone,
B. Sc. (Soc.
Head of Departmen1l, Profe, sor Sir Rolvrt Birley, K. C. M. G., M. A.. F. S.A.
523
)
Appendix
CITY
THE
ST JOHN STREET
DEPARTMENT
-
UNIVERSITY
LONDON
E.C. 1 - 01-253 4399
OF SOCIAL SCIENCE & HUMANMES
Dear
111(c to introduce
Mrs.
It. Silverstone,
a
In my Depnrtment,
regenrch
who is undertnking
sociologist
jobs.
This
is a 8ubject
into
nnd their
which
secretnries
in of the utmost
It
is increasinýzrl
widel
recoqnised
,v
,v
importance
when the problems
of indiu3tritil
and business
but surprisingly
in this
country
are considered,
efficiency
field.
hits been done in this
little
work
I
would
Your name has been melecteti
in a randono sample
of all
in central
Londori
business
addresses
and I nin therefore
for
to ask your
to
Mrs.
3ilverstone
permission
writing
hand n q(icstionniiire
to tiny mecret, aries
by you.
employed
The questionnaire
be answered
by secretaries
would,
of course,
in their
time,
be
and not
employer's
at home,
and then
in a 9ti-impod-addressed
by post
returned
envelope.
.
At
the snme time
it
be most
would
to gain
a balanced
view
of the giluation,
(or
discuss
with
could
you
an npproprinte
you mny linve
on secretaries.
any views
All
to
ascertain
mewber
of
yotir
staff)
information
in absolute
I)e treated
received
will
in such a way
and the results
obtained
presented
both
the respondents
and their
completely
employers
the
confidence
as to make
anonymous.
Ila.
in order
vallinble,
if
Mrs.
Silverstone
Silverstone
whether
telephone
will
you employ
any
her to lian(I
to allow
willin-,
you would have time to tgrant
Yours
Professor
K. C. ýI. rr.,
you in the
secretaries,
them ft que. stionnnire,
her an interview.
future
near
if
you are
and whether
faitlifully,
Sir Robert
Birley
M. A., V. S. A.
Head of Department,ProfessorSir Robert Birley, K.C.M.G., M. A.,
F.S.A.
524
Appendix
THE CITY UNIVERSITY
Department
of
Social
SECIMMRIES
(Interview
Name of
and Humanities
Science
AND THEIR JOBS
with
e"iployers)
establishment
Address
Telephone
Date
number
visited
Name of person
A.
Position
in
firm
I would
like
to
1. Is the whole
If
No -
Is
this
interview
giving
ask
you
of your
a few questions
organisallion
about
situated
your
organisation
here?
Yes/No
Head Office
a
Branch
Separate
Depgrtment
Division
Other
2.
Do you
(now may
know how many office
of these
would
3. How many secretaries
staff,
you consider
of
all
to be sz*fttlv*st)
do you employ here?
525
kindev
you
employ
here?
B.
like
Now I would
to
ask
in
you
some questions
about
secretariea.
do secretaries
1.
For
2.
Do you
3.
Do your secretaries
before
you employ
have
them?
to
4.
Do your secretaries
before
you employ
have
them?
to have any specific
secretarial
(e.,., -. speed,
diploma)
sA test,
a)
which
people
have
any kind
Eave you heard
of
your
of
the
organisation
a training
have
scheme
any
secretaries?
educational
Secretary's
Private
for
work?
qualifications
DiplWfla?
qualification's
YeSATO
or
b)
The Institute
of
lualified
Private
Secretaries
YesA4o
or
a) The National
5.
What do you
Association
ideally
look
of Personal
for
526
in
iSecretaries
a secretary?
Yes/No
What work
7.
do you
How important
organisation?
ex,,,.
)ect
do you
your
think
secretaries
10.
Would
you
employ
your
a good beginning
for
who was married?
a secretary
Do you have any feelings
to be?
secretary
to you
to
are
8. Do you think that the secretary's
job is
in the business world?
women *m3pzk=
If they want to mkke a car**r
9. Would you employ a secretary
do?
to
secretaries
about
who had any
the
527
and
Yes/No
Yes/No
children?
age you would
prefer
your
-4-
12.
Do you ever employ temporary
(If
yes)
For what reasons?
(Are you satisfied
with
the service
SUUAMN6'9
have
13. Do you
any
(Compared
14.
with
any
Is there
anything
secr. -taries?
General
Yes/No
secretaries?
other
in
group
general
you got
from agencies? )
secretaries?
of
employees?
you would
cormaents:
520
)
like
to
say
about
8
APPENDIX
Hours
by' secretaries
worked
Hours:
8.30 a. m. - 4.30 p. m.
8.30 a. m. - 4.45 p. m.
8.30 a. m. - 5.00 P. M.
8.30 a. m. - 5.15 P. M.
8.30 a. m. - 5.30 P. M.
8.45 a. m. - 4.45 P. M.
8.45 a. m. - 5.00 P. M.
8.45 a. m. - 5.15 P. M.
8.45 a. m. - 5.30 p. m.
8.45 a. m. - 6.00 p. m.
9.00 a. m. - 4.30 P. M.
Length of
day
working
(hours
including
lunch)
LONDON
(nos. of
secreta. ries)
lQps
(nos.
NAPS
(nos.
of
secretarics)
secretaries)
4
2
19
5
5
2
2
1
8
814
812
8
3
3
9
8
11
2
841
18
13
h
81
6
9
4
6
2
834
914
712
2
9.00 a. m. - 4.45 P. M.
9.00 a. m. - 5.00 P. M.
9.00 a. m. - 5.15 P. M.
9.00 a. m. - 5-30 P. M.
9.00 a. m. - 5.45 P. M.
9.00 a. m. - 6.00 P. M.
V
4
8
110
30
13
6
17
3
73
26
1-7
9.15 a. m. - 4.45 P. M.
9.15 a. m. - 5.00 P-m9.15 a. m. - 5.15 P. M.
9.15 a. m. - 5.30 P. M.
7ý
841
812
83
2
9
2
2
734
8
1
21
5
814
8
2
9-15 a. m. - 5.45 P. m.
9.15 a. m. - 6.00 "p. m.
4.30
p. m.
9-3c) a. m. 9.30 a. m. - 4.45 P. M.
8
2
83
.4
1
9.30 a. m. - 5.00 P. M.
9.30 a. m. - 5.15 P. M.
9.30 a. m. - 5.30 p. ri.
it
5 1).Ttl.
5.
9.30 a. in- -
7
3
4
7
7
17
1
3
741
8
7
lhi
8
2
2
continued
5 30
...
of
T
th
of
LenE,;
day
working
(hours
including
lunch)
Hours:
a. m. -
6.00
p. m.
822
9.45
a. m. -
4.45
P. m.
7
9.45
a. m. - 5.30
P. m.
, r3
9.45
a. m. -
5.45
p. m.
9.30
, lo. oo a. m. - 4.30
10.00 a. m. - 4.45
10-00
a. m. - 5.00
10.00
a. m. - 5.30
6.00
a. m. -
Other
hours
10.00
T-,.in.
LONDON
(n.c.s.
IIIATS
(nos.
2
1
2
If
8
1
6'
3
3
P. M.
64
1
P. m.
7
4
p. m.
721
6
p. m.
NIPS
(nos.
8
31
Not known
5-331
-
22
6
9
2
515
i1ro
3
73
Pl,ppui)ix
Tasks
A.
General
Office
imdortaken
by
secretaries
Wcrk
1. General office
work (Iso described)
looking
2. Filing,
for files,
making new files
3. Tidying,
cleaning
4. Sorting
papers,
paper work,
sorting
5. Tea/coffee
making,
wash-Lng up, serving,
use vending
inachine
6. Checking
7. Sending out or addressing
forms
statements,
accounts,
circulars,
8. Switchboard
work
9. Stationenj,
ordering,
checking
stocks
duplicating
10. Photocopying,
11. Cutting
work associated
stencils,
with this
12. Collating
13. Binding
14. Labelling,
drinks
15. Look after
cupboard
internal
16. Errands,
or external
ion
17. r-,,
opt
ec
18. Tndexing
boxing,
filling
19. Packing,
containers
20. Prepare
offices
21. Answer door
B. Letters
1.
2.
3.
4.
and correspondence
Take shorthand not -es
Typing
from notes, or audio
Transcribing
Dealing with correspondence
C. Post
1.
2.
3.
4.
incom-ing
Deal with
post
Open, distrIbute
letters
Deal with
outgoing
post
Pos t
5.
Correspondence,
deal
with,
put
files
with
post
D. Conununications
1.
2.
3.
4.
5.
6.
7.
8.
Telephone
Telex,
teleprinter,
cables
See clients,
deal
visitors,
customers,
patients,
Keep people away from boss
Liaise
with other
d-_pa-rtn,: -,,nt. s, branches
staff,
Talk tc boss, discussions,
listen
-to
Send nessa, -es to r-7,
taff,
Take people arcund
with
or
talk
to
E.
Appointments
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12.
IMake appointments
Remind boss of appointments,
di-ary,
timekeeping
Take minutes,
table
draft
minutes,
notes,
minutes
Attend
meetings
Board Room, other rooms
Organise
interviews
Arrange meetings,
boss for meetings
Brief
Organisation
for meetings,
conferences
for
Collect
papers for meetings,
prepare
Make bookings
Committee work
Sit on comrattee
F.
Trave 1
and
Meetings
train,
hotel,
1. Travel
air,
arrangements,
instruct - chauffeur
2. Local transport,
3. Take people to various
places
4. Make itineraries
5. Driving
G.
Delegated
Paver
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12.
13.
work
Write own letters,
memos
Make precis
of reports,
etc.,
annotate
books,
Peruse journals,
take cuttings
papers,
Disentangle
find lost
mistakes,
papers
Keep records,
prepare
statistics,
charts,
graphs,
Prepare,
draft
write,
reports
Editing,
proof
reading
Computer coding,
computer work
Check documents,
work
others'
cataloguing
Reading letters,
documents
papers,
Writing
Get papers ready in advance
and information
14. Collect
information
information
Calculations
Deal with
enquiries,
Research
work
Analysis
15. Supply
17.
18.
19.
independent
work
Research
16.
or
etc.
(for
reports,
queries
533
papers,
etc.
)
and keep
lists,
slides
Staf f
Interview
people
Arrange departmental
Arrange
relief
staff,
Distribute
work
Give dictation
Inter-view,
deal with
Supervise
other
staff,
Give instructions
Negotiate
for staff,
Train
staff
Hire and fire
department,
Control
20.
21.
22.
23.
24.
25.
26.
27.
28.
29.
30.
ý1-
holidays
recruit
staff
job
applicants
staff
problems,
keep
happy,
staff
supervise
advise
sta. ff
on staff
welfare
department
Finance
32. Deal with accounts,
documents,
forms,
bookkeeping,
claims
33. Wages, salaries,
payments
34. Check income,
tax,
bank, insurance,
expenses,
finance,
stocks,
35. Ordering,
buying,
purchasing,
selling
36. Telephone
s?Lles, orders,
negotiations
37. Petty
cash
etc.
Organisation
Follow-up
work,
projects,
progress
Chase up people,
papers
Organise
ltuiches,
dinners,
functions
parties,
Keep track
boss
of people,
Organise
large
appeals,
annual
events,
conferences
Organise
students,
student
activities,
student
enquiries
in office
Keep up work flow
Organise
courses
Reorganise
systems,
planning
38.
39.
40.
41.
42.
43.
44.
45.
46.
Tasks
h748.
49.
50.
51.
52.
53.
54.
55.
56.
depending
on
special
nature
of
emplover's
work
Company secretary
work
Personnel
work
Write spec-ýfications,
make and draw plans
Make up layouts,
advertising,
copy, book space, write
Library
work
Organise
fashion
show
Arrange public
tours
tours
of buildings,
outings,
Organise
clinic
Reorganise
stock
Conveyancing
57. Court work
58. School meals organisation
59- Invigilate
at examin, -vtions
60. Broking
01. Acco-anLancy work
57A
advertisements
General
62.
Maintain
63.
Stand
64.
65.
.66.
67.
68.
Run office,
general
for
Deputise
other
Care for
confidential
delegated
P. a. work,
Out of office
work,
H. Specialist
knowledge
in
for
boss
of
when
all
aspects
administration
or assistance
help
them out
secretaries,
files,
information
papers,
work
trips,
generally
travel
1. Translating
2. Designing
3. Musical
work
.
I.
Social
1.
2.
3.
4.
5.
6.
7.
8.
Entertain
or other
visitors
overseas
Entertaining,
general
in
firm
Social
activities
club
functions
Attend
Organise
social
activities
to company flat
Arrange
visitors
business
lunches,
Attend
Hostess at conference
J.
Personal
1.
Make or buy lunch
for
boss
tobacco,
Ruy things,
etc.
look
them
Meet children,
after
Sew on buttons,
repairs
etc.,
5. Take dog f, ýr a walk
6. Domestic
administration
7. Car
8. Personal
jobs,
work,
general
jobs
9. Wife's
10. Nurse,
mother
2.
3.
4.
K. Other
1.
2.
3.
14.
company work
away
work
tasks
o. -I-'
Reading
Flower arranging,
decorations
Walking
from place to place
Doing no.thing
535
APPENDIX
Features
of
their
work
10
which
secretaries
liked
list
The detailed
liked.
ol job features
which secretaries
are given
All the items described
below.
by respondents
are included,
in
some ca-ses features
consequently
may appear to overlar
or be
If a secretary
repeated.
named more than one feature
of he.-r job
the items she mentioned
she liked,
all
are included
and given
In a few cases respondents
equal value.
named more than one
(for
item in a single
category
atmosphere'
example 'friendly
both in category
B).
Again,
both
and 'the people I work with'.
in the table.
p,re included
LONDON
IQPS
n=515
nos.
n--170
nos.
NAPS
n=73
nos.
68
15
9
16
8
7
5
3
1
2
3
2
115
31
A. Boss or bosses
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12.
13.
14.
15.
16.
17.
18.
19.
20.
T work
Boss,
for
people
or bosses,
Boss's
cooperation,
consideration,
kindness,
understanding
boss
Relationship
with
Boss's
appreciation
Boss treats
me as intelligent,
independent
Boss teaches
me the business
Boss methodical
in a good mood
When he's
Boss's
enthusiasm
Status
head person
of boss,
Easy going
Dictates
well
Keeps me informed
Work with,
boss
not for,
Treats
me as a person
Treats
me as an equal
Having
two bosses
Having
only
one boss
Talking
boss
and discussions
with
Like
family
and know boss's
continued
536
1
18
B.
Other
1.
Friendly
2.
3.
4.
5.
6.
7.
ý8.
9.
10.
11.
12.
13.
14.
at work,
people
generated
atmosphere
congenial,
I
People
I
People
The people
Informality,
'and
IQPS
(n=170)*
NAPS
(n=73)
nos.
nos.
nos.
75
45
42
4o
11
20
1
8
5
5
2
1
25
16
3
5
1
2
1
1
1
1
1
1
3
56
17
3
3
the
happy,
atmosphere,
friendly
environment
mpet through
work
work with
relaxed,
LONDON
(n=515)
easy-going
atmosphere
Colleagues,
companions
together,
Everyone
works
well
cooperates
interesting
Intelligent,
people
work with
Plenty
of people
around
I meet at work
Famous people
the
from all
Meet people
over
Lively
atmosphere
Work involves
people
Young people
around
I
to
5
1
1.
1
1
world
259
for
or organisation
worked
secretaries
which
ýe. g. medical,
1. Type of work
university)17
firm
small
or
2. Small
of staff,
number
unit
to home
3. Nearness
4. Management
to staff
considerate
for
5. Good company to work
6. New firm,
firm
young
firm
7. Large
8. Location
or situation
of firm
firm
9. Well-organised
firm
10. International
11. Lively
company
C.
The
firm
D.
Conditions
1.
2.
3.
4.
Conditions
of work,
Pay, money
Hours
Pleasant
surroundings
Easy travel
Own office
Holi days
Electric
typewriter
Good equipment
Breaks
The view
n-ie office
Financial
rewards
Accommodation
with
5.
6.
7.
8.
9.
10.
11.
12.
13.
14.
15.
No fixed
of
3
3
3
1
1
1
1
1
1
1
3
2
1
2
1
2
1
32
9
10
24
22
18
8
4
7
5
2
2
2
4
1
4
work
general
3
3
1
1
1
1
1
3
1
I
1
for
effort
job
hours
537
1
ý_
6
2
TO
2
LONDOI,j
(D=515)
nos.
E. Intrinsic
IQPS
(n=170)
nos.
NAPS
(n=73)
nos.
factors
i.
1.
2.
3.
Interest
Interesting,
absorbing work
Never bored
Never dull
4. Exciting aspects of work
4
6
1
7
1
89
3
3
1
6o
2
19
1
2
96
62
22
31
20
7
27
3
2
7
6
2
23
4
3
3
33
ii.
Variety
5. Variety,
wide range of duties and
interests
6. No routine
7. Flexibility
of job
8. Never know what will: happen next
iii
initiative,
Responsibility,
.
knowledge
trust
9. Responsibility,
knowledge, give
10. Can use initiative,
advice
11. Stimulating,
exercises mind
12. Job grows, develops
13. Have complete knowledge of firm's
work
scope for using skill
14. Can use skill,
15. Personal assistant
work
16. Make own decisions
17. Can try new ideas
18. TobS I can do myself
19. 1 am a REAL secretary
iv.
Supervision,
2
2
1
1
1
1
2
3
1
1
3
-
71
36
j. 6
23
4
6
11
7
4
1
1
2
2
1
47
9
pace
20. Work irý own time, freedom to; work
at own pace
independent,
21. Unsupervised,
work on
own
22. Keep busy
23. No pettiness,
discipline
restrictions,
24. Relaxed Dace of work
25. Steady routine
538
1
7
LONDON
(n=515)
nos.
v.
jobs
Particular
vi.
Opportunities
32.
33.
Amount to be learned
from
for travel,
Opportunities
trips
36.
37.
viii.
Status,
Treated
2
6
3
(n=73)
nos.
3
4
job
business
in firm
8-2
3
seniority
senior
secretary,
seniority
as part of management
Understanding
from it.
4
(n=170)
nos.
2
and learnin
for future
34. Opportunities
35. New field
ot interest
Status,
NAPS
liked
26. Typing,
shorthand
27. Personnel
work
28. Telephone
work
29. Research work
30. Miscellaneous
tasks
31. Personal
work for boss
vii.
IQPS
work
and satisfaction
Involvement
job,
with firm,
sense of
belonging
39. Can understand
work, easy work
40. Sense of achievement
when job done
41. Can see work through
to end
42. Feel I am doing a good job.
h3. Work helps people,
useful
service
44. Feel needed,
indispensible
45. Help firm run smoothly
46. Like helping
boss do a good job
38.
7
3
2
2
2
2
19
539
F.
LONDON
(n=515)
I-QpS
(ri=170)
NAPS
(rl=73)
nos.
nos.
nos.
Other
1. Security
2. Can forget
work
3.1
ain happy
4. Miscellaneous
at
7
5.30
3
1.2
540
APPENDIX
Features
A.
11
disliked
of work which secretaries
(as described)
LONDON
(n=515)
IQPS
(n=170)
NAPS
(n=73)
nos.
nos.
nos.
1
2
Boss or bosses
Competitiveness
for urgent
7
work
4
Two or more bosses,
divided
loyalty
More than one boss, too many bosses
4
4
Boss, bosses
Boss moody, temperamental,
bad moods
3
2
6. Thinks I am a machine
in staff,
7. Boss not interested
poor
to staff
2
attitude
8. Boss rude, inconsiderate
2
9. Future boss
1
10. Boss very particular
1
11. Smokes heavily
1
3.
12. Boss slow
1
13. Must have his own way
14. Eccentric
1
15. Takes away work one has initiated
badly
Dictates
1
16.
bad timekeep er 17. Never says where going,
1
18. Does not keep me informed
taken for granted
19. Never thanked,
1
1.
2.
3.
4.
5.
37
B. Other
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12.
13.
14.
15.
people
7
1
1
1
1
14
3
at work
Particular
11
person,
or people
Politics,
friction
5
conflicts,
4
Being alone,
lonely
Meet few people
3
Other girls
2
2
Present
staff
poor,
uninterested
Yo female-company
2
No people of same age
2
The atmosphere
Clashes among female staff
Interference
by colleagues
Colleagues
1
who are late
Colleagues
incompetent
1
who are lazy,
Lack of contact
with people at the top 1
Ungrateful
people
1
30'
543.
2
1
2
5
C. Firm or organisat-ion
worked
retaries
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
for
which
LONDON
(n=515)
iQPS
(n=170)
NAPS
(n=73)
110s.
nos.
nos.
5
3
3
2
1
sec-
inefficient,
Lack of organisation,
slow decision-making
Firm small
Not enough staff
employed
firm moving
Insecurity,
Bad filing
system
Growth of firm means less knowledge
Type of work done by firm
Regimented
organisation
Too large
Commercialism
oj_ firm
Constant
movement of executives
9
2
2
1
1
1
1
1
1
19
D. ConditiOnsOf
i.
1.
2.
3.
4.
5.
6.
work
Office
'6ffice
8
5
3
2
Sharing
room
Shortage
of space
Small office
Noisy office
open-plan
office
ii.
Hours
7. Late working
8. Hours
9. Short lunch hour
times
10. Holiday
time off
11. Limited
12. Evening work, overtime13.
14.
15.
16.
17.
18.
19.
20.
21.
22.
23.
24.
10
6
5
2
16
Pay
journey
Travelling,
Working conditions,
general
Area, no shops
Vending machine for beverages
Poor heating
No electric
typewriter
Inadequate
audio system
Poor equipment
No social
a-menities
Too quiet
Distance
from boss
3
19
.
2
1
1
1
3
6
16
5
6
5
3
4
1
2
803
3.1.
12
16
10
1
1
542
LONDON
iQ'PS
NAPS
nos.
nos.
nos.
5
4
1
1
(n=515)
E.
Intrinsic
Variety
Routine
work, dull
patches
Too much shorthand
or typing
Little
monotony
variety,
Routine
Too diversified
-
1
9
3
34
18
9
3
-
initiative,
knowledg e
iii
Responsibility,
.
initiative
13
9. Lack of responsibility,
capability
10. Not used to full
5
1
p. a. work
11. Not enough delegation,
job
12. Not enough scope in specialist
I
jobs
13. Less responsible
get same pay
1
Too
responsibility
much
14.
15.
Supervision,
Inactivity
pace
between
jobs,
not
enough
work
16. Too much work, pressure
17. Late rush
rules,
red tape
18. Pettiness,
19. Not enough time to do work
20. Inactive
when boss away
21. Rush jobs
tea/coffee
22. Too busy to drink
23. Work always wanted immediately
2
-
1
20
5
13
3
It
2
1
-
1
1
21
21
4
31
11
3
1
4
3
2
10
6
5
4
3
3
2
I
65
543
4
1
47
iv.
(n=73)
factors
i. Lack of interest
1. Uninteresting
work
boredom
2. Boring,
occasional
3. Subject
matter
of letters
Ji.
4.
5.
6.
7.
8.
(n=170)
2
1
1
2
1
23
8
LONDON
(n=515)
nos.
tasks
disliked
v. Particular
24. Filing
25. Typing,
copy-typing,
re-typing
26. Tea/coffee
making,
washingserving,
UP
27. Telephone
telephone
or unpleasant
calls
28. General office
work
29. Forms, lists
30. Menial work
31. Cover for other
secretaries
32. Dictaphone
work
jobs
33. Miscellaneous
vi.
aportunities
34. No prospect of promotion
35. Prejudice
against women
as inferior
36. Womentreated
vii.
37.
Status,
Status
seniority
men
38. Subordinate to inferior
39. 'Bossed around'
in firm
40. Low status of secretaries
IQPS
(11=1'(O)
nos.
NAIPS
(n=73)
nos.
23
18
9
3
4
2
:L4
2
1
10
8
4
2
2
2
10
2
2
1
1
1
1
1
2
1
93
22
11
5
2
1
1
3
5
4
3
4
1
1
1
7
viii.
41.
42.
43.
4h.
45.
Lack of understanding
and
dissatisfaction
boss's
Don't understand
subject
Too. easy
Feel inadequate
sometimes
Frustration
No sense of achievement
F.
Other
1.
2.
3.
4.
5.
6.
7.
Interruptions
Unfair
distribution
of work
Crises
Too little
shorthand
Desk-bound
Impersonal,
anonymity
Miscellaneous
2
2
3
5
4
2
6
4
3
2
1
7
16
511),
14
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