英语翻译But that's not all.The task force also identified what it terms the `myth of meritocracy'.While law firms promote the idea that they provide environments in which "excellent lawyers will excel",the reality is frequently different.Not surp

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英语翻译Butthat''snotall.Thetaskforcealsoidentifiedwhatittermsthe`mythofmeritocracy''.Whilelawfirmspromote

英语翻译But that's not all.The task force also identified what it terms the `myth of meritocracy'.While law firms promote the idea that they provide environments in which "excellent lawyers will excel",the reality is frequently different.Not surp
英语翻译
But that's not all.The task force also identified what it terms the `myth of meritocracy'.While law firms promote the idea that they provide environments in which "excellent lawyers will excel",the reality is frequently different.Not surprisingly,the small number of people who survive this marathon of work and progress up the ranks tend to be the most ambitious,money-driven,workaholics.This simply perpetuates the negative working environment.
And even if the cream rises to the top,the rest of milk seems to get spoiled.The level of attrition resulting from this system is both high and costly.The task force cites a research study involving more than 10,000 associates in 154 law firms.The findings revealed that 43% of associates leave their firm within 3 years,two thirds leave within 5 years and three quarters are gone by their 7th year.This study pointed out that it generally takes at least 3-4 years before associates even begin to return the firm's financial investment in them.An associate's primary return on the firm's investment occurs in years 5-10,but by then,over half have left.
The task force believes that the current system not only makes work-life balance unachievable,but will in the long run hurt law firms because it alienates large numbers of employees and potential employees while requiring unsustainable levels of growth in billable hours.They describe the situation bluntly,"We are in danger of seeing law firms evolve into institutions where only those who have no family responsibilities — or,worse,who are willing to abandon those responsibilities— can thrive.This is not an exaggerated perspective; it is a description of where many think we are heading and where others think we have already arrived."
Do you believe vicious circles and meritocracy myths exist only in the legal profession?Think again.Many of the same debilitating characteristics of the legal profession's culture and working environment can be found throughout corporate America today,particularly in the upper echelons of the organization.
This is one key reason why work-life balance is largely not yet a reality for most workers and isn't likely to become so until more companies begin the difficult work of changing their culture in ways that create circles of virtuous behavior and make merit the actual basis of reward and advancement.

英语翻译But that's not all.The task force also identified what it terms the `myth of meritocracy'.While law firms promote the idea that they provide environments in which "excellent lawyers will excel",the reality is frequently different.Not surp
不过这个不是所有的.特遣部队也辨认了什么它命名天才教育“神话’.当律师事务所促进想法时他们提供环境" 优秀律师将会优越（胜过他人）" 现实常常地是不同的.毫不奇怪,很小数量的人民生存工作这场马拉松,并且进展等级倾向于是的最雄心勃勃的,金钱驾驶,工作狂.这使消极工作环境永存.
并且,即使奶油在上面上升,其余牛奶似乎得到损坏.起因于这个系统的损耗的水平是高和昂贵的.特遣部队援引涉及超过10,000个同事的研究研究在154个律师事务所中.研究结果在5年内显露43%同事在3年内离开他们的企业,三分之二事假,并且四分之三在他们的第7年以前去.这项研究指出它通常采取至少3-4年,在同事在他们之前甚而开始退回公司的金融投资.同事的主要回归在公司的投资在几年发生5-10,但是那时,在一半离开.
特遣部队相信当前系统不仅使工作生活平衡不可达到,但是从长远看伤害律师事务所,因为它在可开单小时数时疏远很大数量的雇员和潜力雇员,当要求成长的不能坚持的水平.他们直言地描述情况," 我们是有看见律师事务所的危险转变成机关,只有那些人没有家庭责任-或,更坏,是愿意放弃那些责任可能兴旺.这不是被夸大的透视; 它是描述,在哪里许多认为我们是标题,并且其他认为的地方我们已经到达."
你是否相信恶性循环,并且天才教育神话仅存在于法律界?再认为.许多法律界的文化和工作环境的同样致衰弱的特征可以今天被找到遍及公司美国,特别在组织的上部梯形编队.
这是一个关键原因为什么工作生活平衡不主要是现实为多数工作者并且不可能如此成为,直到更多公司开始改革他们的文化困难的工作用创造贞洁行为圈子的方式并且做优点实际依据奖励和推进.

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但that's 不是所有。工作小组并且辨认了什么它命名meritocracy' ` 神话; 。当律师事务所促进想法他们提供里"excellent 律师愿excel" 的环境在;, 现实频繁地是不同的。毫不奇怪, 很小数量的人民生存工作这场马拉松并且进展等级倾向于是最雄心勃勃的, 金钱驾驶, 工作狂。这简单地使消极工作环境永存。并且既使奶油在上面上升, 剩余牛奶似乎得到损坏。损耗的水平起因于这个系统是高和昂贵的。工作小组援引研究研究涉及超过10,000个同事在154 个律师事务所中。研究结果显露, 43% 同事离开他们的企业在3 年之内, 三分之二事假在5 年之内并且四分之三在他们的第7 年以前去。这项研究指出, 它一般采取至少3-4 年在同事甚而开始退回firm's 金融投资在他们之前。associate's 主要回归在firm's 投资发生在几年5-10, 但那时, 结束一半离开。工作小组相信, 当前的系统不仅使工作生活平衡unachievable, 但从长远看将伤害律师事务所因为它疏远很大数量的雇员和潜力雇员当要求成长的不能坚持的水平在可开单小时数。他们直言地描述情况, "We 是有看见律师事务所的危险转变成机关只那些没有家庭责任- 或, 更坏, 是愿意摒弃那些责任可能兴旺。这不是被夸大的透视; 这是在哪里许多认为的描述我们是标题并且其他人认为的地方我们已经有arrived." 您相信恶性循环并且天才教育神话存在只在法律行业吗? 再认为。许多法律profession's 文化和工作环境的同样致衰弱的特征可能今天被发现遍及公司美国, 特别在组织的上部梯形编队。这是一个关键原因为什么工作生活平衡不主要是现实为多数工作者和isn't 可能成为如此直到更多公司开始改革他们的文化困难的工作用创造贞洁行为圈子和做优点实际依据奖励和推进的方式。

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