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Two Careers, One Employer: Couples Working for the Same Corporation
- Hilda Jennings
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1 Journal of Vocational Behavior 61, (2002) doi: /jvbe Two Careers, One Employer: Couples Working for the Same Corporation Phyllis Moen and Stephen Sweet Cornell University Advances in career development research require scholars to move from analysis of the career paths of individuals to a life course approach to the interlocking career paths of couples. Increasingly, not only are U.S. workers married to other workers, but significant numbers of couples work for the same employer. Drawing on a subsample of employees in dual-earner households in five corporations in upstate New York (and their spouses), this study examines both the direct and indirect effects of being a coworker on career development, work circumstances, and spillover. Being part of a coworking couple positively predicts men s job prestige, tenure, and commitment to work (in terms of working long hours, heavy workload, etc.). These effects, as well as spillover, are most pronounced for younger men without children. For wives, coworking corresponds with increased income and increased spillover between work and family, especially for younger coworking women without children. C 2002 Elsevier Science (USA) Key Words: career development; coworking; dual-earner; spillover; work family; coupled careers; gender; life stage; life course. Three key themes characterize a life course perspective on career development (Han & Moen, 1999a, 1999b; Moen & Han, 2001a, 2001b). The first places careers in context, considering the ecology of workers social address in terms of their historical cohort, ethnicity, gender, life stage, occupation, and workplace. All of these factors shape opportunities and constraints at work and at home. Second is the notion of linked lives, as individuals and couples strategize to synchronize their various goals, expectations, and obligations. The third theme is the dynamic notion of pathways, involving transitions, trajectories, and timing (see also Elder, George, & Shanahan, 1996; Giele & Elder, 1998). In this article we focus on the concept of linked lives as an important mechanism for advancing the field of career This research was supported by the Alfred P. Sloan Foundation (Sloan FDN and ), the National Institute on Aging (2 P50 AG and P50 AG ), Harvard University s Radcliffe Institute for Advanced Study, where Phyllis Moen served as a fellow, The authors thank Shinok Lee, David McDermitt, Kristi Campbell, Wipas Wimonsate, Robert Orrange, Jungmeen Kim, Kristine Altucher, Noelle Chesley, Emma Dentinger, Heather Hofmeister, Janet Marler, Stacey Merola, Joy Pixley, Rosern Rwampororo, Richard P. Shore, Mary Still, P. Monique Valcour, Carrie Chalmers, Ronit Waismel-Manor, Sonya Williams, and especially Deborah Harris-Abbott for her preliminary descriptive analyses. Address correspondence and reprint requests to Phyllis Moen, Cornell Careers Institute, Cornell University, BLCC-MVR Hall, Ithaca, NY /02 $35.00 C 2002 Elsevier Science (USA) All rights reserved. 466
2 TWO CAREERS, ONE EMPLOYER: COUPLES WORKING SAME CORPORATION 467 development. This concept highlights the need for scholars to investigate the ways individuals choices are always embodied in and shaped by the people in their lives. For example, most workers, regardless of gender, have an employed spouse. This fact means that men and women workers increasingly have to integrate the goals and demands related to their families, their careers, and frequently their spouses careers as well. We illustrate the value of couple, rather than individual, models through an empirical analysis of spouses (or partners) who work for the same company. Contemporary working couples may work for the same employer in an effort to better coordinate both spouses obligations and schedules. The decision to cowork may also be a strategy for couples who relocate a job may be more attractive to one spouse if the other is hired as well. Another possibility is that coworkers may meet on the job, become a couple, and subsequently marry. Drawing on a sample of married and cohabiting couples in which at least one spouse works for one of five manufacturing or utility companies, we examine whether and how spouses who work for the same employer differ from those in which each spouse is employed at a different organization. Are coworking couples better at facing the challenge of three careers two at work and one at home than are couples working at different locations? What workplace and household circumstances and strategies are most typical of coworking couples? Are coworking couples more or less vulnerable to spillover? Is coworking associated with turnover intentions? We anticipate that spouses in coworking arrangements experience both more positive and more negative spillover given that they share such interlocking careers, with the balance sheet slightly more positive in that familiarity with, and similarities in, work culture produce greater strategic coordination and less stress. However, given the life course emphasis on context, our thesis is that the experiences of coworking spouses differ depending on their gender, profession, life stage, and the organization for which they work. THEORETICAL UNDERPINNINGS The life course approach, as applied to vocational development, highlights the need to consider careers as opposed to jobs, as well as how family systems shape opportunities and decision-making processes (Schulenberg, Vondracek, & Crouter, 1984). Organizational researchers describe corporate interlocks, where individuals know each other in more than one context; coworking couples represent precisely this type of interlock, with spouses sharing both domestic and institutional environments. We have virtually no knowledge about this growing subgroup of working couples, but presume that their double overlap (at work as well as at home) can produce both positive and negative outcomes. In her recent study of a Fortune 500 manufacturing firm, Arlie Hochshild (1997) concludes that many employees see work as an escape from the problems they experience in their domestic lives. But couples who work for the same company cannot leave family concerns behind when they go to work, or leave their jobs behind when they go home, suggesting greater spillover both positive and negative for coworking couples. By contrast,
3 468 MOEN AND SWEET other research (e.g., Barnett & Rivers, 1996) shows couples to be better off if both are working, given that they share similar experiences and are similarly engaged. This would be even more the case for couples who work for the same employer, implying primarily positive spillover, leading to greater life quality for coworking couples. Note that coworking arrangements occur by design, not happenstance, frequently as a strategy for managing dual-careers or as a result of becoming involved with one another on the job. Theories of family process suggest differences in the degree to which families strategize as a unit (Moen & Wethington, 1992). Constantine (1986), for example, describes three family types: negotiating (as when both spouses share decision making about both of their careers), ordered (for instance, couples who see the husband s career as the more important and always act accordingly), and individualized (in which individuals make independent career decisions, regardless of the circumstances of the other spouse). We assume that working for the same company reflects couples deliberate choices regarding where to work and whether to remain with their current employer. This can result in difficulties related to relocation. One study showed that the proportion of employees who resist relocation increased more than fourfold to 40% from the early 1970s to the mid-1980s, despite a tremendous increase in relocation benefits (Driessnack, 1987). Married couples also face restrictions that can make employment difficult. Specifically, conflict of interest rules may prevent married couples from working for competing employers. In the corporate world, such restrictions can have a significant negative impact on high-level professional couples (Wexler, 1982), disadvantaging the career progression of those in coworking arrangements. We theorize that working for the same employer may have additive or contextual effects on the career development of members of dual-earner couples. An additive effect simply means that being a coworking couple would predict occupational prestige, work circumstances, tenure, and spillover, net of other factors (such as age, education, and number and ages of children). Negotiation about where to work and other adaptive strategies of coworking and non-coworking couples operate under constraints of the structure and culture of both paid work and gender roles, frequently giving priority to the husband s career (Becker & Moen, 1999; Clarkberg & Moen, 2001; Han & Moen, 1999a, 1999b; Hays, 1996; Hochshild, 1989; Moen & Yu, 2000). Our life course role context model suggests that the circumstances in which coworking occurs shape its career and life quality impacts. Here we consider four important contextual effects: gender, profession, life stage, and employing organization. Gender Men and women in coworking marriages may have different perceptions of their relationship. For example, women s reluctance to move for their own careers or willingness to move for their husbands careers (Bielby & Bielby, 1992) may mean that women who remain (or become) coworkers may be trailing spouses or reluctant stayers, disadvantaged in ways that their husbands are not. This may operate for
4 TWO CAREERS, ONE EMPLOYER: COUPLES WORKING SAME CORPORATION 469 some men as well: those who prioritize their wives career development over their own. One key area where we would expect members of coworking couples to be more similar is in their consideration of their partners career. Men whose wives work for their same employer may find it easier to take the role of the other (e.g., Mead, 1934) in, for example, understanding the difficulties women face in terms of promotions, wages, and meshing their jobs and their lives. They may also be more aware of the competing pressures their wives are experiencing and, accordingly, work toward a more equitable division of domestic and paid work hours. We would expect that spouses in coworking arrangements would rank both their jobs as important, being less likely to give priority to either their own or their spouses jobs. Profession Jobs offer resources, impose demands, and shape the values of individuals occupying them (e.g., Kohn, 1977). These effects are well documented, but scholars seldom examine the linkages between spouses jobs and how this interplay may shape career development. For example, in dual-earner couples, particularly those in which both partners occupy highly demanding jobs, the tactics of juggling work and family roles are particularly complex. The degree to which coworking minimizes or exacerbates these dynamics has yet to be studied. We suspect that coworking status will tend to have its strongest effect on those couples in which one or both partners occupy managerial or professional positions. Coworking partners, particularly those where both are professionals or managers, will likely display the greatest amount of spillover from work to family, as well as the highest commitment toward both their careers. Life Stage Our life course approach (Giele & Elder, 1998; Elder et al., 1996) to career development raises the issue of continuity and change over time. How do men and women meet the changing challenges of career development at various life stages? How do choices and options early in life shape subsequent career progression? Are new generations of workers rewriting career scripts as they enter the workforce and plan their own futures? Both occupational and family goals and demands can be expected to change over the life course. For example, previous research indicates that family responsibilities rise dramatically with the arrival of children (Ishii-Kuntz & Coltrane, 1992; Shelton, 1992). As family responsibilities increase, the likelihood of a conflict between the paid work and family domains also increases (Hammer, Allen, & Grigsby, 1997), particularly for those highly invested in their jobs, as managers, professionals, and technicians strive to move up firm or occupational ladders (Althauser & Kalleberg, 1990). All these factors may influence whether coworking couples are better or worse off at managing their two occupational careers along with their family career.
5 470 MOEN AND SWEET Employing Organization Employers may also influence the experiences of coworking couples. Recognizing the potential benefits to the company in terms of employee retention and cost savings, some employers may actively support coworking couples in their ranks. For example, Southwest Airlines employs hundreds of married couples, constituting nearly 6% of its workforce. Seven percent of DuPont s 100,000 employees are married to another DuPont employee (Wolkenbreit, 1997), and AT&T employs approximately 7500 married couples nationwide (Rapp, 1992). Support for coworking couples likely correlates with other measures of a family friendly workplace culture, environmental conditions that minimize work-family conflict and increase attachment to organizations (Thompson, Beauvais, & Lyness, 1999). We would expect that corporations employing a high proportion of coworking couples would also tend to be those companies in which the coworking experience is most positive. Hypotheses Because our sample consists of members of dual-earner couples with at least some college education (primarily exempt employees working for one of five large corporations) and their spouses (who may or may not be working for these same organizations) we limit our hypotheses to middle-class couples. Accordingly, in middle-class, dual-earner couples, we propose the following hypotheses. H1. Spouses who work for the same employer, in comparison to other dualearner spouses, will tend to report greater equality in gender roles and treat both partners careers with equal consideration. H1a. Working for the same employer positively predicts prestige, tenure, and job security for men but not women, since wives tend to be the trailing spouse and shape their career paths around those of their husbands. H2. Being part of a coworking couple has direct (either positive or negative) effects on work conditions and spillover. H2a. The relationships associated with coworking status are stronger for positive outcomes than for negative outcomes, since being in a coworking relationship provides an advantage in terms of coordination and communication. H3. The effects of being a member of a coworking couple are moderated by gender, profession, life stage, and employer. H3a. The patterns are different for wives and husbands, since the responsibilities for managing the work family interface typically fall on women s shoulders. H3b. Coworking spouses who are professionals or managers, particularly those in couples in which both spouses are professionals or managers, will tend to experience the strongest effects from coworking arrangements. H3c. Coworking couples raising children benefit the most from being in a coworking arrangement. H3d. Coworking couples will tend to report the most positive experiences if they are working in companies that have large proportions of coworkers.
6 TWO CAREERS, ONE EMPLOYER: COUPLES WORKING SAME CORPORATION 471 METHODS Data To study the effects of coworking on couples work and family experiences, and to compare coworking couples with other dual-earner couples, we analyze quantitative data from the Cornell Couples and Careers Study ( , N = 2216) and the Cornell Midcareers Paths and Passages Study ( , N = 887). These two studies share common methodologies in the study of the work and family experiences of predominantly middle-class couples. Each study involved hour-long telephone interviews, during which both spouses were asked (separately) to report their life histories, as well as current work and family relationships. Variables used in this analysis rely only on measures identical between studies. As a supplement to these data, we also analyze qualitative data generated through in-depth interviews from coworking couples in the Cornell Couples and Careers Study. The study of coworking couples is well suited to the organization-based sampling strategy used in the Couples and Careers Study and Midcareer Paths and Passages Study. These studies sampled employees from a combined total of 11 organizations in upstate New York. Because of the likely relationship between the nature of occupational endeavors and the experiences of the coworking, we restrict our analysis to five manufacturing and utility companies. In order to minimize spurious effects that could emanate from different work environments, comparisons with non-coworking men and women are limited to the referent spouse, the partner(s) working for one of the five focal companies. Also, to create a reasonably homogeneous sample of middle-class couples, we limit our analysis to the study of dual-earner, opposite sex couples in which at least one partner has some college education (N = 877 individuals, 752 couples). Table 1 shows the characteristics of the sample. Additionally, multivariate models include controls for husbands and wives salaries, health, and education. We investigate the degree to which coworking status directly predicts various measures of career development, as well as its potential interaction with couples occupational level, life stage, and organizational environment. We use 1990 Standardized Occupation Classifications to code occupational level, classifying couples as both professional/manager, husband professional/manager wife not, wife professional/manager husband not, and neither professional nor manager. We operationalize life stage (see also Moen & Yu, 2000) according to the age of the youngest child and the age of the wife, indicating whether couples are young nonparents (wife younger than 50 and no children), at a launching stage (has a preschool child), establishment stage (school-age child), or are shifting gears, (nonparents older than 50 or parents whose youngest child is 18+ years of age). As discussed above, organizational affiliation locates coworking partners in particular employment milieux, a context that may facilitate the creation of positive experiences. Because of our focus on the gendered nature of career development, we estimate multivariate OLS regressions separately for men and women, examining the effects of coworking on job prestige and tenure, employment circumstances,
7 472 MOEN AND SWEET TABLE 1 Coworking Status of Dual-Earner Middle-Class Couples in Five Corporations in Upstate New York Sample (individuals) Total number of Company pseudonym Employees a Coworking Noncoworking %Coworking Vantech (Manufacturer of durable goods) Transco (Manufacturer of durable goods) Utilco (Heat and electrical utility) New Wave (Communications utility) Gatcon (Heat and electrical utility) Total Source. Cornell Couples and Careers Study ( ), Cornell Midcareer Paths and Passages Study ( ). a Employees at location. Vantech and Transco are multinational corporations with other employment locales. All names are pseudonyms. and spillover from work to family. (A summary of measures is available from the authors.) The reporting of findings is punctuated with the analysis of supplemental qualitative data, from the Cornell Couples and Careers Study. These 16 hour-long telephone interviews represent 10 coworking couples (six couples had both partners participating, four couples had only one partner represented). Respondents were asked a series of open-ended questions concerning their family and work experiences, as well as situations that may be of particular importance to coworking couples. Questions specific to coworking include the degree to which family and work experiences spill over into other domains as a result of working in the same company, the degree to which partners communicate during the workday, ways in which benefit packages are influenced by coworking status, concerns coworkers may have about definitions of family roles, and the overall appraisal of how coworking contributes to or detracts from marital quality. FINDINGS One of the most surprising findings is the degree to which coworking couples are present in the sample. As shown in Table 1, approximately four in 10 middleclass couples in these five private-sector companies are coworking couples. The high prevalence, in part, likely reflects some sample biases that inflate the number of coworking partners represented in this study and possibly the realities of constrained employment options and opportunities in upstate New York. However, even with this being the case, the commonality of coworking situations is striking.
8 TWO CAREERS, ONE EMPLOYER: COUPLES WORKING SAME CORPORATION 473 Locating Coworking within the Life Course Life history questions (included in the surveys and in-depth interviews) offer informed portrayals of how coworking fits within career and family development. Consider, for example, the degree to which coworking is associated with couples life stage. Coworkers are more apt to be in the early child-rearing years; three in 10 (30.4%) have preschoolers at home (typically launching their careers along with their families), compared to only one in four (25.2%) non-coworking couples. Coworkers are also disproportionately represented among young nonparents (15.8 vs. 9.5%). The fact that coworkers are on average located in the early stages of family and career development may reflect the utility of coworking early in the life course or the fact that younger cohorts are more apt to pursue a coworking strategy. This finding highlights the need to examine the interplay of career development of couples over the life course. It also suggests the possibility that coworking serves as a strategy that some couples use during their early dual-career development and that this strategy hinges on life circumstances, a point we will return to. The sequencing of marriage and career progression is also different for coworking couples. One indication is that almost two in five coworking men (but only one in seven non-coworking men) worked for their current employer prior to marriage (or the development of long-term cohabiting relationships), suggesting that many met their wives on the job. A similar, but somewhat weaker relationship holds for coworking (21.3%) and non-coworking (11.8%) women in the sequencing of their marriage and employment. These findings indicate that a considerable proportion of coworking spouses meet each other on the job and that the workplace provides a venue for partnerships to form. Our in-depth interviews underscore this: approximately half the couples report meeting on the job and then establishing a relationship. But this dynamic produces its own unique concerns. For example, one coworking engineer at Transco reports that, during their courtship, he and his wife made a concerted effort to keep other employees from knowing that they were dating. These findings highlight the need for employers to consider the dynamics of office romance. Such relationships are likely to continue to increase, given the changing gender composition of the workforce along with the long hours workers are putting in on their jobs, both enhancing opportunities for forging relationships on the job and reducing opportunities for doing so off the job. Other coworking couples report one partner following the other to a new or existing place of employment. In the in-depth interviews, couples in which the husband followed the wife and couples in which the wife followed the husband are both represented, but the latter is the more common experience. These decisions are made in consideration of whose career is deemed more important or lucrative, as well as in consideration of the likelihood of the trailing partner finding meaningful work. Although some spouses end up as coworkers because they follow their partners careers, our quantitative data indicate that members of coworking couples are more apt to report treating each partner s careers with equal consideration. As Table 2 shows, one in two coworking men and four in 10 coworking women report that
9 474 MOEN AND SWEET TABLE 2 Characteristics of Coworking and Noncoworking Husbands and Wives in Five Corporations in Upstate New York Husbands Wives Coworking Noncoworking Coworking Noncoworking Age Standard deviation [6.4] [7.8] [5.4] [7.5] Salary Standard deviation [34045] [31795] [38915] [42094] Marriage length Standard deviation [7.1] [9.2] [7.0] [9.2] % Working with employer 38.2% 14.3% 21.3% 11.8% before start of marriage % Plan to leave employer 13.6% 9.3% 13.6% 11.5% within 2 years Career poriority Husband s career priority 31.2% 64.8% 40.2% 63.9% Wife s career priority 17.0% 13.9% 17.0% 16.1% Neither a priority 50.9% 21.2% 42.8% 20.0% or take turns Life stage Non-parents < % 9.5% 15.8% 9.5% Preschool age (<6) child 30.4% 25.2% 30.4% 25.2% School age (6 18) child 36.4% 40.1% 36.4% 40.1% Adult child or non-parent > % 24.1% 17.4% 24.1% N Source. Cornell Couples and Careers Study ( ), Cornell Midcareer Paths and Passages Study ( ). p <.10 p <.05 p <.01. neither partner s career takes priority, whereas only one in five non-coworking men and women say this is the case. Thus, the coworking strategy appears especially considerate of women s careers. Although there is almost no difference in the salaries of coworking and non-coworking men, on average coworking women in this manufacturing and utility sample earn considerably more than their noncoworking counterparts. In sum, coworking status is strongly linked with occupational career and family development over the life course. Coworking women tend to be younger, and coworking couples are more likely to be young nonparents or else to have preschool children. Considerable proportions of coworkers first formed their relationships on the job, others use coworking as a strategy for developing their dual careers. In comparison to non-coworkers, coworking partners are less likely to favor the husband s career over the wife s career. Coworking wives may experience some benefits from this practice, earning considerably more than their non-coworking counterparts. However, it is also possible that the causality is the reverse, that coworking women tend also to be women who earn higher incomes and
10 TWO CAREERS, ONE EMPLOYER: COUPLES WORKING SAME CORPORATION 475 therefore are women whose career development is viewed more favorably by their husbands. The Experiences of Coworking Husbands Coworking can potentially offer unique opportunities for the mobilization of resources, but it may also exacerbate the challenges of managing work and family roles, thereby increasing both positive and negative spillover from one domain to the other. These relationships are likely to operate both as main effects as well as contingent effects moderated by occupational level, life stage circumstances, and organizational environment. We estimate these relationships separately for men and women, controlling for both spouses salaries, health, and education. Results are shown in Table 3. In our discussion we consider and sum both direct and indirect (interactions) effects. Career development. Men in coworking couples are more likely to work in positions that have higher job prestige than are men in non-coworking arrangements, even after controlling for income, education, and health. However, in couples in which the wife is a professional while the husband is not, men who work for the same corporations as their wives tend to have significantly lower levels of job prestige than do non-coworkers. This finding could reflect the primacy of the wife s career in the family or the fact that professional women may have less power within corporations to influence the employment circumstances of their husbands. Life stage also moderates the effects of husbands coworking status, with young nonparent coworking husbands having considerably higher prestige than both their non-coworking counterparts and men at later life stages. As we discuss below, this outcome may be reflective of a general pattern for young coworking nonparents to display a higher commitment to their occupational career development. We anticipated that coworking couples in companies that had the highest representation of coworkers (Vantech and Transco) would report the strongest positive effects. Conversely coworking couples in companies with the lowest representations of coworkers (New Wave and Gatcon) would have the lowest scores for life quality indicators and the highest strains and stresses. Consistent with our hypothesis, coworking men in Vantech and Transco, the companies with the highest concentration of coworking couples, display the highest levels of job prestige. Work conditions. The regression analyses (in Table 3) reveal that coworking men, as a group, report working about one hour less (1.2) than their non-coworking counterparts. However, when examining the interplay of life stage and coworking status, younger men with no children report working one and a half hours (1.6) more than their non-coworking counterparts. This finding fits with our thesis regarding the spillover of work among coworking couples without children. However, this finding is true only for childless coworkers in the early years of development; older coworking men in the shifting gears stage (composed of older nonparents and those with adult children in the home) put in far fewer hours than non-coworking men at this stage of life (an average of 43.5 hours per week, compared to 50.9 hours per week).
11 476 MOEN AND SWEET TABLE 3 OLS Regressions: Coworking and Contextual Factors (Occupational Level, Life Stage, and Employing Organization) on Referent Men s and Women s Career Circumstances Tenure at Control of Neg. W-F Pos. W-F Job prestige current company Work hours Workload work sched. spillover spillover Men Women Men Women Men Women Men Women Men Women Men Women Men Women Coworking Professional status Both professional Interaction Husband prof./wife nonprof. Interaction Wife prof./husband nonprof. Interaction Both nonprofes- sional Life stages Nonparent <50 Preschool child Interaction School-age child Interaction Adult child or n.p. >50 Interaction Organization Vantech Transco Interaction Utilco Interaction NewWave Interaction Gatcon Interaction Controls Husband s salary (log) Wife s salary (log) Husband s health Wife s health Husband s years of educ. Wife s years of educ Constant R N Source. Cornell Couples and Careers Study ( ), Cornell Midcareer Paths and Passages Study ( ). p <.10 p <.05 p <.01.
12 TWO CAREERS, ONE EMPLOYER: COUPLES WORKING SAME CORPORATION 477 As a group, younger coworking men who do not have children also report the highest workload and the highest control over their work schedules, as shown in Table 3. These men also report the highest negative work to family spillover. Taken together, these data provide strong evidence that young nonparent coworking men are more highly invested in their careers than are their non-coworking counterparts. However, coworkers at later life stages are quite similar to non-coworkers. Because the data are cross-sectional, we cannot fully document the effect of the transition from nonparental to parental status on the links between men s coworking status and their career investment. We suspect that these findings reflect a general tendency for coworking couples to become more consumed in their work roles, but that other life experiences, such as the birth of a child, can create situations that force them to disengage from work to fulfill other role obligations. Turnover. We hypothesize that being part of a coworking couple could influence turnover, making it more difficult for employees to switch jobs (in that they have to consider both spouses jobs), and indeed that is the case. Specifically, men in coworking couples have been with their current employer on average over 2 more years (2.2) than those in non-coworking arrangements (See Fig. 1). This is especially the case for coworking men in couples without children, more strikingly, for men in older couples, especially those over 50. Work-to-family spillover. In keeping with our hypothesis about spillover, Fig. 2 shows the greatest negative spillover from work to family for childless men in coworking arrangements in the earlier stages of career development (under age 50). By contrast, coworkers with preschool and school age children tend to experience less negative spillover. This finding points to the potential moderating effect of family circumstances. Without children, young coworking couples can focus almost entirely on their careers, experiencing consequential negative spillover. We also hypothesized positive work-to-family spillover. Although this is typically the case for men who are coworkers, it is not true for the same group of coworking men who experience the most negative spillover: those under 50 without children. And while those at one company with many coworking couples Vantech experience more positive work-to-family spillover, those at another company with many coworking couples Transco do not. The Experiences of Coworking Women On the whole, coworking appears to have a greater impact on husbands career development than it does on wives ; still, coworking does predict women s career experiences in that women in coworking relationships tend to earn more. However, as hypothesized, the most compelling findings for the effects of coworking on women s career development occur in the realm of family relationships. Women coworkers, especially those who are in asymmetric professional relationships (where she is a professional or manager and her husband is not), report significantly higher levels of both negative and positive work-to-family spillover. The fact that women in coworking relationships experience positive and negative spillover suggests that the boundaries between the workplace and the home are
13 478 MOEN AND SWEET Neither is professional Professional status Both are professional He only is professional She only is professional No kids (age<50) Life stage Preschool kids School age kids Adult kids and non-parent (age>50) Vantech Organization Transco Utilco Newwave Gatcon Tenure Non-Coworking Coworking Significance: Coworking p<.01; Coworking and Professional Status Interaction p<.10; Coworking and Life Stage Interacation p<.05;organization p<.01; Coworking and Organization Interaction p<.05; (N=569). Source: Cornell Couples and Careers Study ( ), Midcareer Path and Passages Study ( ) FIG. 1. Men in coworking couples have longer tenure with their employer. less rigid for coworkers than for other two-earner couples. For women professionals coworking with nonprofessional husbands, these boundaries are especially permeable. Our qualitative data confirm the blurred boundaries between coworking couples work life and family personal life, and point to the strategies coworking couples develop to manage this complex interface. For example, one coworking wife, a chemical technician with no children, reports that she and her husband consciously try to minimize the spillover of work into their home life:
14 TWO CAREERS, ONE EMPLOYER: COUPLES WORKING SAME CORPORATION 479 No kids (age<50) Life stage Preschool kids School age kids Adult kids and non-parent (age>50) Negative work-family spillover Non-Coworking Coworking Significance: Coworking and Life Stage Interaction p<.05; (N=571). Source: Cornell Couples and Careers Study ( ), Midcareer Path and Passages Study ( ) FIG. 2. spillover. Men in coworking couples under 50 without children report more negative work to family Most of the time we are fairly careful to leave work at work because otherwise it could become an all-consuming passion. When you re excited about what you re doing or when you re depressed about what you re doing and if you don t leave it there, it follows you home. Our qualitative data show the greater spillover experienced by professional women working with their nonprofessional husbands; such status dissonance can also produce role conflict. One woman, a mother of a 13-year-old child, a manager at Vantech, and married to a nonprofessional husband, reports: Now that I am in a management-type position, there are certain things I know at work that I can t discuss with him. The experiences of coworking women (and men) are also influenced by the degree to which their partners work roles intersect with their own. Our quantitative data cannot offer indications of this dynamic, but in-depth interviews reveal its importance. Some couples who work for the same organization may be coworking only in the most marginal sense, only being employed by the same company, but not working together. Such is the case of a 52-year-old manager, married to a librarian, who says of coworking: I m not sure that there are a lot of advantages. We re in different parts of the organization so we don t really run into each other that often. In contrast, a 29-year-old engineer at Transco, who works very closely with her husband (another engineer), reports: I guess one of the biggest advantages was being able to see each other a lot during the day and also we would be there for each other for emotional support. Our offices were only one door
15 480 MOEN AND SWEET apart from each other, so a lot of times if things were difficult, like I had a difficult meeting, I would immediately go back to his office and talk to him about it. Other in-depth interviews support the conclusions that these two women report that the closer coworkers work with one another, the more dramatic the effects are on their work and family lives. Comparisons of the responses of men and women in the in-depth interviews suggest that close working arrangements have a more dramatic effect on women s lives than on men s. Given that the definition of coworking used in this study is very generous, in that coworkers only have to work in the same corporation, not necessarily with one another, we expect that our findings underreport the influence that stronger coworking situations can have on couples experiences inside and outside of the workplace. DISCUSSION AND CONCLUSIONS The field of career development research has typically followed what Kanter (1977, p. 8) calls the myth of separate worlds, focusing exclusively on the occupational career development of individuals. But most workers are married to other workers, and most confront the reality of three careers: his, hers, and their family career (see also Christensen & Gomory, 1999; Hertz, 1986; Moen, 2003), all of which shape individual career development. What is required to advance the field is recognition of the considerable heterogeneity in the circumstances and experiences of contemporary career development of each spouse in two-earner couples. Moving from an individual path to an interlocked paths model of career development advances the paradigm by placing individual choice in the context of couple constraints and decision making. We began this study of couples who work at the same company because this group poses the greatest challenge to this myth of separate worlds. For these couples, work life and family life constitute extremely overlapping domains, with no clear demarcation between men s and women s spheres. They also best represent the life course themes of linked lives (Elder et al., 1995; Moen & Yu, 2000) and coupled careers (Han & Moen, 1999a,1999b; Moen & Han, 2001a, 2001b), with both spouses careers interconnected in ways that shape both spouses career development. Drawing on data from members of working couples who are exempt employees at five manufacturing and utility companies, as well as from their spouses, we find, as hypothesized, that coworking status does shape workers career paths and experiences, but in ways that are conditioned by gender, occupational level, life stage, and organizational environment. Coworking in Context We hypothesized that women s lives would be more shaped by their coworking status, given the asymmetry between husbands and wives in their work family interface over the life course (Moen & Han, 2001a, 2001b), and we find this to be true only in respect to the bridge between work and family. In fact, coworking seems to have a stronger relationship with men s career development. For women,
16 TWO CAREERS, ONE EMPLOYER: COUPLES WORKING SAME CORPORATION 481 coworking matters most in work family spillover of those who are professionals or managers with nonprofessional husbands. We also hypothesized that coworking would be most consequential for parents. However, we find that the most dramatic effects of being a coworker, for men and women, occur for those who are childless in younger families. Moreover, younger men without children in coworking arrangements report higher levels of job prestige, longer work hours, higher workloads, greater control over work schedules, and more negative work-to-family spillover. We also hypothesized that coworking would be more consequential and positive for those working for a corporation with a high prevalence of other coworkers. This is only modestly supported in the case of coworking men s job prestige and control over work schedules. Moreover, those coworking women and men in corporations with many coworkers report more negative work-to-family spillover. The findings, taken together, underscore the interlocking nature of spouses work and family career development and strategies, and how they vary by both gender and life stage. Why is coworking status more consequential to childless coworking couples than for those in other life stages? In the context of the strong demands workplaces place on individuals time and energy, disengaging from the workplace poses a considerable challenge, particularly for coworking couples without children. On the other hand, when coworking couples have children, family demands limit the degree to which work can be all consuming, and as a consequence, influence the degree to which the perspectives and strategies of dual-earner couples are influenced by coworking. Policy Implications This study examined the experiences of opposite sex, coworking couples working for large corporations in upstate New York, comparing them to other dualearners who are not coworking. Given the characteristics of this sample, care should be taken in generalizing findings to other populations, such as coworking couples employed in the secondary labor market or in small businesses. However, some broad policy implications can be drawn from our analyses. The reality of the changing workforce requires employers to confront the fact that most of their workers are now part of couples confronting three jobs two at work and one at home whether or not spouses are working for the same company. Policies and practices established for coworking couples can serve as benchmarks for work life initiatives for all workers in a number of ways. First, the fact that the career paths of coworking spouses are so interconnected points to the need for career life planning programs for workers in a range of circumstances. Married employees seek to make tied moves, or else one partner (typically the wife) adjusts her career plans to favor that of her spouse. Policies related to geographical reassignments can no longer ignore the constraints of spouses and children, regardless of whether couples are working for the same company. Second, both scholars and human resource professionals tend to define career development as an individual process and work family issues also as an individual
17 482 MOEN AND SWEET concern of (primarily women) employees with children. Our evidence suggests the value of considering both in tandem. Moreover, career development itself is a function of interlocked paths. As a case in point, childless couples in the early years experience more negative spillover, with both spouses investing heavily in their jobs. Finally, specific policies need to be developed regarding coworking couples. A number of suggestions are provided by Werbel and Hames (1992), from recruitment to performance appraisal. The bottom line is to consider equity and conflict of interest, as well as the needs of the employing organization and both spouses. We assumed that the fact that coworking couples have fewer boundaries to be negotiated would mean less of a sense of divided lives (especially on the part of women, see Walsh 1995, pp ). Our analysis reveals that the experience of couples sharing a common work environment is not necessarily a positive one, especially for those without children in the earlier years of career development. As a case in point, a senior research and development engineer in manufacturing who is without kids and whose wife is also an engineer in the same department points out some coordination problems: The disadvantage is that you don t want to take the same time off because then you knock down a group that is maybe eight people down to six. You just have to be cognizant of how it affects the group. What this special and growing subset of coworking couples underscores is the importance and complexity of interlocking paths for the majority of contemporary workers career development whether or not spouses work for the same employer. REFERENCES Althauser, R. P., & Kalleberg, A. L. (1990). Identifying career lines and internal labor markets within firms: A study in the interrelationships of theory and methods. In R. Breiger (Ed.), Social mobility and structure (pp ). Cambridge, UK: Cambridge University Press. Barnett, R., & Rivers, C. (1996). She works/he works: How two-income families are happier, healthier, and better-off. San Francisco, CA: Harper. Becker, P. E., & Moen, P. (1999). Scaling back: Dual-career couples work-family strategies. Journal of Marriage and the Family, 61, Bielby, W. T., & Bielby, D. D. (1992). I will follow him: Family ties, gender-role beliefs, and reluctance to relocate for a better job. American Journal of Sociology, 97, Christensen, K. E., & Gomory, R. E. (1999, June 2). Three jobs, two people. Washington Post, p. A21. Clarkberg, M., & Moen, P. (2001). Understanding the time-squeeze: married couples preferred and actual work-hour strategies. American Behavioral Scientist, 44, Constantine, L. (1986). Family paradigms: The practice of theory in family therapy. New York: Guilford. Driessnack, C. H. (1987). Spouse relocation: A moving experience. Personnel Administrator, 21, Elder, G. H., Jr., George, L. K., & Shanahan, M. J. (1996). Psychosocial stress over the life course. In H.B. Kaplan (Ed.), Psychosocial stress: Perspectives on structure, theory, life course and methods (pp ). Orlando, FL: Academic Press. Giele, J. Z., & Elder, G. H. (1998). Methods of life course research: Qualitative and quantitative approaches. Thousand Oaks, CA: Sage.
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First Tutors: Music helps you to locate a french horn tutor in Isle of Anglesey and across the UK. First Tutors: Music profiles Isle of Anglesey french horn tutors and others offering popular instruments like piano, violin and guitar. Grade and diploma french horn lessons are all catered for across Isle of Anglesey as well as french horn tuition just for fun. Please use our service to search for french horn teachers near you and select which french horn tutors best suit your needs.
This is the best place to discover through one search the most suitable french horn teacher for you in Isle of Anglesey, whether you need french horn lessons to learn a new instrument, develop a hobby or improve as a serious musician.
Our search will order french horn tutors throughout your area according to their charges and proximity to you. Instruments include piano, violin and guitar for graded music exams or just for fun.
If you are a Isle of Anglesey french horn tutor wishing to offer your french horn tuition services in Isle of Anglesey or anywhere else across the UK, please register with First Tutors: Music to commence giving french horn lessons or find out more about us here.
Towns: Bodorgan, Brynteg, Dulas, Gaerwen, Llanbedrgoch, Llanerchymedd, Llanfairpwllgwyngyll, Llangefni, Marianglas, Menai Bridge, Moelfre, Pentraeth, Penysarn, Rhosgoch, Rhosneigr, Ty Croes, Tyn-y-gongl

subset: commoncrawl


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Learn Ruby on Rails edition Offline Pro
April 15, 2016 05:55
About Learn Ruby on Rails edition Offline Pro
The Learn Ruby Offline walk you along the path to enlightenment in order to learn Ruby. The goal is to learn the Ruby language, syntax, structure, and some common functions and libraries. We also teach you culture. Testing is not just something we pay lip service to, but something we live. It is essential in your quest to learn and do great things in the language.
Learn Ruby on Rails edition Offline Pro is available for 2.00 usd on the App Store
Simmilar App
26.09 15:05
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Gopalganj Zilla panchayat
Gopalganj is a zilla panchayatin the state of Bihar.
Gopalganj zilla panchayat is governed by the Bihar government.
Also this Gopalganj zilla panchayt controls few of the intermediate panchyats near by this village. The following are the intermediate panchayts in this zilla panchayat.
Gopalganj Inter panchayats
Baikunthpur- Gopalganj
Barauli- Gopalganj
Bhorey- Gopalganj
Bijaipur- Gopalganj
Gopalganj- Gopalganj
Hathua- Gopalganj
Kataiya- Gopalganj
Kuchaikote- Gopalganj
Manjha- Gopalganj
Panchdeori- Gopalganj
Phulwariya- Gopalganj
Sidhwaliya- Gopalganj
Thawe- Gopalganj
Uchkagaon- Gopalganj


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About the Book
A photographic record of the recent floods and how they affected this Cumbrian market town. 58 pages of colour photographs taken over a period of three days before during and after the floods.
A donation will be made to the Cumbria Foundation for every book sold
Features & Details
- Category Arts & Photography
Small Square, 7×7 in, 18×18 cm
58 Pages
- Publish Date Nov 26, 2009
- Tags lake district, england, lakes, cockermouth, cumbria, floods, flooding
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Free Shipping, Free Returns
Free shipping within 3 business days
and free returns within 21 day.
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Save up to 90% off retail price on New or Like New items from top Menswear Designers.
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All items goes through an Authentication Checklist that we built based on over 10 years of experience.
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My nails have had ridges the run right down the center of them. For a while now, I have tried to buff them down. Then they started breaking off. I have had to wear bandaids on my fingers to keep them from catching anything. Does anyone know what in the world may have caused this? My doctor has told me to start taking Biotin.READ MORE
Has anyone had any trouble with their fingernails?
This question has not been answered by one of our experts yet.
I too have the ridges and brittle nails and I am taking folic acid (2mg) along with prenatal vitimans. When a nail peels I use some nail glue to hold it in place. You can buff the excess off and no one can tell you have it on. It will stay on until your hands get wet (like washing dishes or water excercise in a pool). You would need to redo it. If anyone can tell us why this is occuring it would be a great help.READ MORE
My fingernails have ridges on them and I also have fungus on some of them. I read that taking the methotrexate, enbril, and steroids caused the fungus. I have had RA for 33 years. It's a pain but what do you?READ MORE
I noticed the same thing on my toe nails. I showed it to my RD, but she said the medicine is not known to cause this. But now I am thinking may be it is the medication. I am on MTX 12.5mg weekly & 1mg folic daily for 7 months now.READ MOREFingernails: Because of psoriatic arthritis, my nails had the ridges and still buck up in the middle some but have gotten much better since being on a biologic med (Humira). The nail problems go with psoriasis (skin disease) and the arthritis that sometimes goes with it, hence psoriatic arthritis. READ MORE
Before I was diagnosed I had ridges and weird looking nails. I was told by an MD that they were called beaus lines which indicated a medical illness or stress on the body. Since starting my meds for RA they are completely normal now. I don't know if this is the same thing for you but I can relate. Good luck!READ MORE
talks about nail problems http://www.webmd.com/healthy-beauty/guide/what-your-nails-say-about-your-healthREAD MORE
Yes I have soft nails which flake and break all the time. REcently I had what looked like an ulcer in one nail then the whole nail splitREAD MORE
I have the same problem, in addition brittle hair,raspy voice, and depression. I've been diagnosed with Hashimoto's disease (hypothyroidism)-so that could very well be your problem too.
Don't bother to buff down the ridges, they won't go away.READ MOREYou should know Answers to your question are meant to provide general health information but should not replace medical advice you receive from a doctor. No answers should be viewed as a diagnosis or recommended treatment for a condition. Content posted by community members does not necessarily reflect the views of Remedy Health Media, which also reserves the right to remove material deemed inappropriate.DISPLAY TEXTLINK URL
Most PopularHelpful Tools and DevicesHow to Make Life Easier with RATravelingTips for Traveling with RA


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Yes, portion size matters
Consumers regard portion sizes as being relevant only to those dieting, more important to women and not an issue for men or younger adults, a new report from safefood reveals.
It found that food products with health or nutrition claims like 'low-fat' or 'reduced fat' may also be contributing to weight gain, as many people assume these products are lower in calories than they really are so consume a larger portion.
Commenting, Dr Cliodhna Foley-Nolan, Director of Human Health & Nutrition, Safefood says: "While we are now familiar with the idea of healthy eating, we're less familiar with the idea of healthy portion sizes. Traditionally, we've been brought up to finish everything on our plate and we tend to equate bigger portions with generosity and value.
"But with two in three adults overweight or obese, the issue of portion size is relevant to all of us - we need to cut down on the portions we're eating of most foods".
Research shows that one in three people say they find it difficult to manage portion sizes. Eating an extra 100 calories a day can lead to weight gain of 4.5kg (10lb) a year.
Watching your portion sizes is a great way to prevent this. Whether you are eating in, eating out or food shopping, here are some tips to help you get your portion sizes right.
Eating in...
- Eat slowly.
- Use a smaller plate.
- Fill a third of your dinner plate with vegetables or salad.
- Instead of eating from a large packet, serve a single portion into a bowl.
- Serve food on individual plates to avoid second helpings.
- Freeze or chill left-overs right away so you are not tempted to go back for more.
- Avoid eating while watching TV as it's easy to overeat when you are distracted.
- If you enjoy a high calorie snack, have the one-pack serving size.
- Have a small glass or wine or beer rather than a large one.
Eating out...
- If you order a high calorie food such as pizza or chips, order a small size.
- Order a half portion, have a starter as your main meal or split a dessert.
- You don't have to finish your plate. Ask for a doggy bag and take leftovers home.
Eating in...
- Don't buy the foods you overeat on.
- Make a list - only buy what's needed.
- Check the number of portions in pre-packaged foods – a pack may contain more than one portion.
- If you are buying treat foods, buy snack sizes and only have one.
- Buy single portions on the go so you won't be tempted by bigger pack sizes
Remember, children are smaller and don't need adult-sized portions. Kids and teens should be encouraged to try everything on their plate, but let them decide when they've had enough – never force them to clear their plate.


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According to last month's issue of Game Informer, the infamous ME3 Ending was in the "Top 10 Dissapointments" at number 5 BioWare never "made a case" for the original ending.
"Some fans loved the ending of Mass Effect 3. Others hated it. At first BioWare staunchly defended its right to make creative descisions, whether popular or not. Then, it changed course and released DLC that expanded (but didn't drastically alter) the ending - leaving both those its defenders and detractors unsatisfied. Worst of all, the studio never tried to make a case for its original ending."
I guess that means they wanted details on why they thought it was good and was worth defending. What do you guys think?


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Year of a terrible election
|Designed as:
| International Year of Rice (by the United Nations)
International Year to Commemorate the Struggle Against Slavery and its Abolition (by UNESCO) 2004 World Health Day topic was Road Safety (by World Health Organization)
|Preceded by:
|Succeeded by
CIA Director George Tenet resigned on July 11 2004 citing "personal reasons," [2]
In December 2004 South East Asia suffered the worst Tsunami in history when an earthquake sent killer waves spreading round the Indian Ocean from Thailand to Africa. Over 150,000 people were killed or missing and Millions made homeless. [3]


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Connecting Families to Senior Living
Talk to a local advisor for FREE
Talk to a local Advisor about this community
Contact this community at:
(866) 333-2174
6168 S Swift Avenue
Facility License: 310294
Caretypes Provided: Residential Care Home
Pricing is available for the following rooms:
*Prices quoted are monthly rental charges and are provided by the communities themselves. Actual prices may differ due to one-time fees, timing and care services required. Speak with your Senior Living Advisor to learn more.
Our apologies. Pricing is currently unavailable for this particular community.
South Shore House is a senior care home in Cudahy, WI in Milwaukee County. Two miles from the Milwaukee city limits, Patrick Cudahy chose the site for a meat-packing plant. The town retains a small-town feel with big city amenities at your fingertips. Cudahy sponsors a variety of free family-friendly events such as an Arbor Day celebration, bike auction and city-wide rummage sale. A lakefront park is popular with residents who love hiking and biking on the beautifully maintained trail. A summer farmers market offers residents a taste of the country. The Kelly Senior Center welcomes all senior residents to join them for exercise classes, arts and crafts and outdoor gardening in the courtyard.
The caregivers at South Shore House encourage our residents to live an active, independent and healthy lifestyle while assisting with daily living activities such as medication management, grooming and showering. We strive to meet each residents' needs in a timely manner with 24-hour staffing. Our caregivers present recreational activities that promote friendships in our group home setting and those which stimulate imagination and creativity. We are within minutes of emergency medical services, a nurse visits regularly and a doctor is on-call.
In addition to a residential home in a safe neighborhood, we offer amenities such as:
Our commitment is to create a long-term, meaningful relationship with our seniors; one that reassures, protects and allows them to live a fulfilling life and enjoy their independence.
Schedule an appointment with an Advisor
out of 1 reviews
South Shore House
"Thanks, again, for your help and concern. It really did make
the process less worrisome and intimidating, and gave us confidence
that we were checking out 'all the right places.'"
Marty K., Found Assisted Living in Waukesha, WI
"It is like having a friend out there who understands what no
one else seems to understand."
Katherine S., Found Alzheimer's Memory Care in Cottage Grove, WI
Call Now (866) 333-2174
Get the latest tips, news, and advice on aging and caregiving.
A Place for Mom is the largest assisted living referral service. We are paid by our participating communities, therefore our service is offered at no charge to families.
Copyright ©2017 A Place for Mom, Inc. All rights reserved.


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If you are managing or marketing a local business, you're probably already benefiting from Google My Business, a free tool with resources to help increase your business visibility and help you connect with your customers.
The fact is that the Google My Business suite is one of the most effective tools to support your SEO efforts and to aid with effective geo-location. Additionally, Google My Business allows you to connect with real customers through Google Plus and facilitates two-way conversations via Google Hangouts.
As far as feature set is concerned, Google My Business gives Yelp a run for their money. Even when Yelp remains dominant in terms of traffic and trustworthiness, the reality is that when customers conduct a search and find your site, they are likely to find it in association with one of the many features of Google My Business, whether it is Google Maps or by looking at the cumulative star ratings displaying via rich snippets under the main search result for your business.
Up until a few weeks ago, there was a missing piece to the engagement puzzle that gave Yelp a significant edge, but that is no longer a barrier with the recent introduction of Google Local Guides.
What Is Google Local Guides?
Think about Google Local Guides as an upgraded, more integrated version of Yelp Elite Squad. Through reviews, face-to-face events, meet-ups, and other interactive engagements, participants of Google Local Guides stand to earn different level badges (currently level 1 to 4) that will activate a myriad of digital and real-life benefits, from exclusive invites to the right to display influential badges on Google Maps and receive special gifts, as well as connect with other influential reviewers in your community.
ALSO check out: Build Online Reviews and Reputation, Instead of Just Social Media Likes and Followers
Why Google Local Guides Are Promising
One of the most valuable differentiators between the Yelp Elite Squad and Google Local Guides relates to how Google has managed to integrate Google Plus profiles in such a way that anonymity is not really an option. A person with a transparent identity and more of their real-life social network interacting with them online is less likely to engage in malicious rants and more likely to provide useful, positive business to local shops.
Can My Google My Business Profile Review Other Businesses?
Your corporate identity is not set up to become a reviewing member of Google Local Guides, but your personal Google Plus profile is. A little later, we will explore why this truly matters when it comes to growing your online reputation and developing a strong, network-based marketing model.
4 Awesome Ways to Leverage Your Personal Profile on Google Local Guides
Be an Early Adopter and Start Influencing Your Community and Supporting Satellite Businesses
If you have not yet joined Google Local Guides, then please do it now. Being an early adopter comes with a multitude of perks including awesome invites that will provide you radical amplification to your local social networks. The people you meet in these networks will remember you, and as a corollary will recall your venue or business as a viable option when seeking the products or services you offer.
In addition to engaging in face-to-face, sponsored events, take time to write honest, content-rich reviews for businesses and organizations that provide support services for your business. For example, if you are a local realtor and utilize the services of landscapers or contractors, then take time to review their services. Not only will they thank you for it, but you will also increase recall, and you will be the first in mind when it comes to making a personal recommendation.
Another creative way for realtors to leverage the tool is by providing reviews to local services and inviting their customers to check their Google Local Guides profile, using it as an introductory guide when they are new to the community and are looking for endorsed and trustworthy businesses to provide services and entertainment.
Join Meet-Ups, Connect, and Consider Hosting
Meet-ups, exclusive get-togethers, and parties for members of Google Local Guides give you access to individuals who stand a far greater chance of reviewing your business than the average customer. Take time to get to know the members of your local guides, and go the extra mile by hosting an event, especially if you run a venue such as a restaurant, bar, or other forms of hospitality or foodservice. In hosting an event, you will give other members of the community a direct opportunity to review your offering.
Become the Go-To Person to Test the Waters of Consumer Opinion
By learning to navigate Google Local Guides and engaging with other members of the community, you will be privy to opinions and trends that will better equip you to make marketing and product decisions that reflect the things your local community aspires to have. Study the reviews of the most prolific community members, and learn their likes and dislikes. Use the insights in shaping the way you do business and perfecting your product offering in order to become a local favorite.
Encourage Other Google Local Guides Members to Visit
Heading to a meet-up? Don't go empty-handed. Make it a point to have business cards with creative marketing collateral such as an exclusive friends-and-family discount code, or a QR-based marketing campaign that leads the card recipient to your business and provides him or her randomized discounts or gifts.
Be sure to include other local guides members in your circles, and be intentional about sharing brand or business-related updates and promos from your Google business page into your personal profile. By connecting your social persona to your business, you add dimension and human connection that triggers credibility and a sense of community.
As an early adopter in the know you will place your business at a strategic advantage and have strong familiarity with the program to help you further advocate for your business. Step up to the plate and make this new tool part of your reputation strategy.


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We help you find a Bellshill harmonica teacher. Harmonica tuition are an excellent method to start a stimulating new hobby, pick up a new talent and gain confidence in harmonica. Use our site to search for Bellshill harmonica tutors and select which best matches your needs so you can enjoy your harmonica lessons in Bellshill immediately!
First Tutors: Music is the only place to contact Bellshill harmonica teachers in the UK, helping you find Bellshill harmonica lessons close to you and Bellshill tutors to assist with any instrument, for example, piano, violin or guitar. We can help you find Bellshill harmonica tuition or a one-to-one Bellshill harmonica teacher to prepare for harmonica exams and improve your harmonica skills! We order Bellshill harmonica tutors in your area by their hourly charges and proximity to you.
If you are a harmonica tutor wishing to offer harmonica lessons in Bellshill or anywhere else across the UK, please register with First Tutors: Music or find out more about us here. Becoming a Bellshill harmonica tutor is a wonderful way to improve your own skills through providing harmonica tuition while assisting others, all in the Bellshill area!