data-filtered=filtered style=box-sizing: border-box;/Questions 51 to 55 are based on the following passage.    It’s time to reevaluate how women handle conflict at work. Being overworked or over-committed at home and on the job will not get you where you want to be in life. It will only slow you down and hinder your career goals.
data-filtered=filtered style=box-sizing: border-box;/    Did you know women are more likely than men to feel exhausted? Nearly twice as many women than men ages 18-44 reported feeling “very tired” or “exhausted”, according to a recent study.
data-filtered=filtered style=box-sizing: border-box;/    This may not be surprising given that this is the age range when women have children. It’s also the age range when many women are trying to balance careers and home. One reason women may feel exhausted is that they have a hard time saying “no.” Women want to be able to do it all—volunteer for school parties or cook delicious meals—and so their answer to any request is often “Yes, I can.”
data-filtered=filtered style=box-sizing: border-box;/    Women struggle to say “no” in the workplace for similar reasons, including the desire to be liked by their colleagues. Unfortunately, this inability to say “no” may be hurting women’s health as well as their career.
data-filtered=filtered style=box-sizing: border-box;/    At the workplace, men use conflict as a way to position themselves, while women often avoid conflict or strive to be the peacemaker, because they don’t want to be viewed as aggressive or disruptive at work. For example, there’s a problem that needs to be addressed immediately, resulting in a dispute over who should be the one to fix it. Men are more likely to face that dispute from the perspective of what benefits them most, whereas women may approach the same dispute from the perspective of what’s the easiest and quickest way to resolve the problem—even if that means doing the boring work themselves.
data-filtered=filtered style=box-sizing: border-box;/    This difference in handling conflict could be the deciding factor on who gets promoted to a leadership position and who does not. Leaders have to be able to delegate and manage resources wisely—including staff expertise. Shouldering more of the workload may not earn you that promotion. Instead, it may highlight you inability to delegate effectively.