By Bruce H. Charnov, Jonathan Lindsey, Ellyn Weisbord
ISBN-10: 0899308341
ISBN-13: 9780899308340
Regardless of transparent facts of a major decline in morale, the main opponents within the legislation enterprise administration market have almost overlooked the motivational part of present managerial thought and perform. In addressing human assets issues as they follow to the trendy legislation enterprise, this publication fills a real void in a space that is of significant significance to legislation agencies challenged to stay ecocnomic in an more and more adversarial surroundings. Grounded in managerial idea and examine, in line with vast perform, and exemplified by means of anecdotal ''war stories,'' this publication makes beneficial studying for companions, affiliates, managers, and destiny participants of legislations companies - and provides very important rules for motivating contributors of all expert provider agencies.
Read Online or Download Managing People in Today's Law Firm: The Human Resources Approach to Surviving Change PDF
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Extra info for Managing People in Today's Law Firm: The Human Resources Approach to Surviving Change
Sample text
5 Rigidity promises disappointment. The year-group system assumes a homogeneity of learning styles and skills acquisition that is probably quite unrealistic. While the amount of time taken to acquire skills and knowledge is not a minor point—clearly, some number of years will be too long a time—it is not in the firm’s best interest to be rigidly fixed on an inflexible timetable. Rather, a set of objectives should be delineated for each step in the career path and an acceptable timetable for the achievement of those objectives should be specified.
Job Enrichment Theory teaches that certain people have a strong need to grow and learn on the job, and that, for those people, challenge is intrinsically rewarding. Equity Theory warns of the problems created by differences in pay that are not perceived as warranted. People need to feel that they are getting a fair shake compared to others. Expectancy Theory reminds us that people are usually highly rational in their approach to work: If they believe they have the ability to achieve, and if they believe that by working hard they will be rewarded with something they value, then they will be productive.
Relatedness needs refer to the need for satisfying interpersonal relationships, and compare to Maslow’s social and esteem needs. Growth needs are the need for personal growth and development, and compare to Maslow’s esteem and self-actualization needs. There are two important differences between Alderfer’s and Maslow’s assumptions about how needs operate. For one, Alderfer assumes that several needs may motivate behavior at the same time, not that needs motivate behavior in a hierarchical order.
Managing People in Today's Law Firm: The Human Resources Approach to Surviving Change by Bruce H. Charnov, Jonathan Lindsey, Ellyn Weisbord
by Charles
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