We are seeing firms change noticeably in order to retain valuable associates and junior partners. We will have to hope that the positive changes toward more humane work environments, more recognition and satisfaction will not disappear if the economy shifts downward. How to motivate is a hot topic and a matter of concern in every organization. In an informal survey, we've come up with some typical de-motivators found in many workplaces, including law firms. The factors to avoid listed above hold true for just about any workplace and are of long-standing.
Recognition needs to be a mix of financial and non-financial recognition.
Stimulating work and responsibility Frederick Herzberg, a clinical psychologist who became a Professor of Management at Utah University was known for his Motivator-Hygiene Model. Hygiene factors are those which, if present, cause no dissatisfaction, but they are not motivators. Absence of these, however, can cause dissatisfaction. Examples are jobs with good working conditions and interpersonal relationships with supervisors, good company policies and administration, and good salary. Another famous study, which has been repeated over and over since the 1940's asked workers to rank the importance of factors.