Group 11

Group Members

Sadia Mehnaz Aura ID: 21164128

Mehruq Qader ID: 21164133
Kazi Md Al Islam ID: 20264005
Mir Sohanuzzaman Arefin ID: 18164035
Case Summary

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 QUESTION NO 01
Part 1

Which approach is best for enhancing workplace

satisfaction & productivity?

Presented by Sadia Mehnaz Aura

ID: 21164128
The Approaches For Enhancing Workplace
Satisfaction & Productivity

⦿ Traditional Approach

⦿ Human Resource Approach

⦿ Human Relations Approach

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Traditional Approach

⦿ Only financial rewards

⦿ Payment is increased according to quality and quantity of the work produced

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Human Resource Approach

⦿ Employees are treated as complex human beings

⦿ Communication is the key
⦿ Giving the employees a purpose
⦿ Emphasis the Work-Life Balance
⦿ Involving the employees into decision making

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Human Relations Approach

⦿ Recognizes the social needs of the workers

⦿ Gives employees a freedom to take decisions

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 QUESTION NO 01
Part 2

Why are some of the other approaches less likely to be

effective? Or even relevant?

Presented by Mehruq Qader

ID: 21164133
Why Traditional Approach Is Not
Effective?
1. Employees do not feel encouraged and lose their creativity while biased decisions come
from top level management.
2. Employees get paid according to their quality and quantity of work produced.
3. The rewards of this approach are only financial.

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 QUESTION NO 02
You’re the managing partner in a law firm with 55 male associates and 45 female associates,
and you agree with the argument that women lawyers need to “self‑promote” more
effectively. Which approach to motivation would you apply in order to encourage female
associates in your firm to “self‑promote” more actively? Explain your choice of approach.

Presented by Kazi Md Al Islam

ID- 20264005
Common Scenario In Most Law Firms

⦿ It's constant stress.. Everyone Works Late, Every Day

⦿ Employees Bad-Mouth Their Bosses
⦿ Mostly can’t give proper time to family
⦿ Supervisors and/or Attorneys Have Poor Attitudes or Management Skills
⦿ Associates mostly do not have the Resources to do their Job
⦿ Continuous communication as to timelines and deadlines

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Background: From the context of the case study

⦿ Over time female associates lose hope

⦿ In law firms mainly biases are seen
⦿ Old fashioned institutional model
⦿ Way of managing associates are harsh
⦿ Lesser confidence on female associates in terms of reliability
⦿ Deep inside there are difference in treating female associates
⦿ We lose women in law firms even introducing conducive environment

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Theories of Motivation in Management

Which approach to motivation would you apply in order to encourage female associates in
your firm to “self‑promote” more actively?

⦿ For our proposition regarding the answer we have taken key extracts from
Herzberg’s theory of motivation, Equity Theory of Motivation, Ouchi’s Theory Z and
Victor Vroom Expectancy Theory.

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Our Proposition:

⦿ Managing partner must ensure hygiene factors within the organization.

⦿ Have to ensure that all team members (both male and female) receive the same
compensation for equal amounts of work.
⦿ When setting compensation standards, managing partner need to consider researching
external positions for information about salary, benefits and incentives.
⦿ Ensuring more and more participation of female associates in decision making.
⦿ Female associates should be involved in diversified cases as part of job rotation.
⦿ Encourage informal relationship in work place
⦿ Female associates must be convinced that increased effort -> increased performance ->
reward.
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Eliminate unconscious bias from work
place

⌾ Anti-harassment / discrimination training from top to bottom within the

organization must be arranged.
⌾ Training should focus on eliminating bias in hiring and performance reviews.

⌾ Training must be complemented with the capacity building strategies to mitigate

the impact of participant’s unconscious biases.

Presented by Kazi Md Al Islam

ID- 20264005

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 QUESTION NO 03
What about your own values when it comes to balancing your home and work life? Assume that
you’re about to graduate from law school and about to get married to a fiancé(e) who’s also about
to graduate from law school. When you sit down with your future husband/wife to discuss your
plans for married life ever after, what do you want to do about raising a family? What kind of
adjustments will you propose if it turns out that your fiancé(e)’s ideas on the matter are more or
less the opposite of your own? Be sure to consider such factors as the debt you’ve racked up
while in law school and the standard of living that you’d like to achieve.
Presented by Mir Sohanuzzaman Arefin
ID: 18164035
Balance Between Work Life & Personal Life.

⦿ Financial aspects
⦿ Responsibility sharing
⦿ Family Planning
⦿ Career, goals and ambitions
⦿ Save for the future
⦿ Work-life balance

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Thank You