Ellen Galinsky Quotes (17 Quotes)

No one had ever asked young people about the issues they face growing up. I don't think this changes the fact that adults need to be in charge I'm not asking children to run the families of America. . . . But their insight about their lives is actually fairly interesting input into our lives.

We are seeing a workplace in transition, shifting from models that served the needs of the 20th century to those that serve the needs of the 21st century--and most of these changes that make work 'work' for employers and employees appear to be here to stay.

It's probably because their men's roles are newer. They're less likely to have role models. When women first started working, they felt like they were pioneers and now I think you're seeing that feeling among men.

When children are in environments that are stressful, neglected, violent, that affects formation of the brain, and can have lasting effect.

Yes, all kinds of things can happen when you're the boss.

You can have a policy, but there can be a culture against using it. The culture is where the rubber meets the road. It's actually what happens to people, regardless of what the policies are.

The impact is, people are either wanting not to advance, or are leaving for jobs . . . that are more manageable.

What this finding reflects is the dissonance of today's reality and yesterday's old ideas. There's the assumption that family for women detracts from work while for men it supposedly enhances their viability and stability.

In a study that I just did, I found that it was older children, not younger children, who felt that they didn't have enough time with their parents.

What Fred is so wonderful at doing is to help children understand those fears, but not to say, 'They don't exist Oh, don't worry, it will all be fine.' That doesn't really acknowledge that the child is afraid.

It gives us more flexibility, so we can do more, but it also creates the expectation of the instant response. It can take away your sense of control over your time.

When it comes to negotiating leave, find out what your company's practices are and what kind of bad and good experiences your boss has had. An organization's response is going to be shaped by their prior experiences.

Try to understand what they think and expect so, if they've got some outrageous expectations like you're supposed to know everything when you walk in, we can help and say, 'No, that's not true. School is place for learning.'

In the real world, people are moving in and out of the labor force.

When you feel pressured and pushed, when you feel not respected, when you feel tension at work, when you feel the work that you do isn't of real value, that leads to overwork, ... Sizable portions of the U.S. work forces have these feelings.

People who have good jobs in supportive workplaces are more committed. They're more loyal, they're more likely to stay with their own jobs, they're more likely to give their all to their jobs, to care about their company succeeding.

Most of these changes that make work really work for employers and employees appear to be here to stay. In no case was there a statistically significant decrease in flexibility now offered.