Among the various approaches in enhancing satisfaction and productivity at the workplace, the expectancy model of motivation can be used to motivate more women lawyers to make partner at their firms or begin new firms all together. If there were specific bench marks set in firms to guide on making partner irrespective of the gender and were adhered to without bias, then more women would make partner. Also each lawyer is gauged on individual performance and they are sure whatever their input is shall determine the outcome.
The Porter-Lawler extension of the expectancy theory would also apply on extrinsic rewards to make partner and intrinsic rewards to gain acceptance and be recognized hence giving satisfaction. The goal setting theory may not apply in this case because in the law firm all lawyers want is to win cases and make partner. However, if the goals were set by the organisation to have more women make partner and have time to work and for the family and children as well, they could put structures in place that support employees and make their work easier. They could provide transport for employee children to and from school or give allowances for day care or nannies to ease the errands for both parents so that they could put as much effort at work as possible thus improving performance.
The reinforcement theory would not work in this case because rewarding lawyers for winning cases and punishing them for losing a case would not be appropriate. Empowerment and participation strategies in the firms should be provided in equal opportunity to both genders whether married or no and whether the individuals have children or other family responsibilities or not. The board should not judge them by their families but by their participation and performance. Flexible work schedules, job sharing and telecommuting should also be encouraged in this case. Executive compensation such as bonuses for best employee and opportunities to make partner in the firm showing a growth plan would work as well.
In order to motivate women to self promote more effectively within the law firm, I would apply the Two-Factor Theory by Herzberg. The theory will encourage them to self motivate by setting guidelines on achievements and recognising them once achieved. They shall be entitled to the same work load opportunities as they males, they just need to prove they can do it. There shall be clearly defined growth and advancement points leading to partnership. The theory also enforces non biased supervisors, clean and sufficient working conditions, and interpersonal relationships across the firm, equal pay and security as well as effective company policies and administration. The individual’s human needs and Maslow’s hierarchy of needs theories vary from each individual to the next hence more difficult to apply in this case.