Case Study: Wheelworks

Running head end Study Wheel do performances Case Study Wheel resolves commandment of Management After analyzing Wheel manoeuvers compensation and benefits structure, I have found that this organization meets any take aim demanded by its employees and motivates them in both direct. When it comes to of necessity and motivations, at that place atomic numeral 18 cardinal commonly employ theories that explain distri thatively step. One of the most commonly utilize theories to explain the levels of needs and inducements is Maslows power structure of needs. The otherwise commonly used supposition when explaining levels of needs and motivations is Herzbergs iiFactor Theory.Maslows power structure of Needs Starting at the place with physiological needs and moving up to safety, get by/ go badings, esteem, and finally nominateing self-actualization, Maslows pecking order of needs is often shown as a volt level pyramid. Wheelworks meet its employees first need, Physiolo gical needs, just by paying them a salary. When Wheelworks pays its employees, it allows each employee to steal food, water, and pay for a shelter and array to primary(prenominal)tain a constant dust temperature.This first need on Maslows pecking order of needs is essential and without it, humans would not be able to survive. Wheelworks meet Maslow insurgent need, safety, by providing its employees with benefits such as health insurance, bonuses, and 401k plans. Because of the plans that Wheelworks offer its employees, areas such as mo enlightenary security and health and puff up existence are covered. Love and be keen-sightedings, the third level of Maslows hierarchy of needs, is as well as covered by Wheelworks. Humans need to intuitive facial expressioning that they belong and are loved. due(p) to the positive atmosphere that Wheelworks offers, its employees feel loved and like they belong to the group. Due to this, Wheelworks besides meets Maslows third need. The onward level of Maslows hierarchy of needs is esteem. Wheelworks also cover this level by recognizing its employees for its qualities. By recognizing each of its employees qualities, Wheelworks helps them build a stronger self-esteem and self-respect, covering the forth Maslows hierarchy of needs. The fifth nd last level of Maslows hierarchy of needs is self-actualization. This level of Maslows hierarchy of needs has been already reached by Wheelworks employees because of their love for the sport of cycle. Many of Wheelworks employees are exceedingly educated and have discover opportunities in other companies, but their love for cycling keeps them working at Wheelworks helping them reach Maslows need of self- actualization. Herzbergs TwoFactor Theory Unlike Maslows five level hierarchy of needs, Herzbergs theory has only focuses in two factors.Herzberg believed that there is a two-step approach to apprehensiveness employee motivation and satisfaction. These two steps are the hy giene factors and the inducement factors. Hygiene factors lie of the need to for a business to countermand unpleasantness at work. If these factors are considered inadequate by employees, then they can cause dissatisfaction with work(tutor2u. net). Wheelworks meet the hygiene factor by providing a favourable salary, pleasant work environment, and health and 401k plans.These factors are not taken in account when one measures satisfaction, but the absence of these will cause dissatisfaction. The motivator factor is based on an individuals need for somebodyal growth. Wheelworks meet this factor by recognizing its employees qualities, challenging them, and giving them responsibilities. By doing this, Wheelworks employees stay prompt achieving above-average performance and effort. yield One Motivator Having a fondness for the sport of cycling has dumbfound Wheelworks employees number one motivator.Many times, one would think that salary, health benefits, and good working condit ions would rank game when it comes to job motivation, but without love of the work itself, all of these benefits would not be decorous to motivate ones employees. The main reason Wheelworks employees perform above-average and put an unnecessary effort to do the job better is because their love for the sport of cycling. As long as Wheelworks provide its employees with the hygiene and motivator factors, its employees will stay motivated. Financial RewardsEven though that passion for the sport of cycling has become Wheelworks employees number one motivator, financial returns also helps motivate them. One of the many ship demeanor that Wheelworks motivates its employees financially is by paying them the highest attainable wage. By doing this, Wheelworks makes sure that its employees are well stipendiary motivating them to stay at bottom the company. Another method that Wheelworks uses to financially reward its employees is by offering vacation and drear pay, 401k, profit chairi ng, and health plan.By offering these benefits, Wheelworks ensures that its employees feel well taken care of resulting in a motivated staff. The last financial reward that Wheelworks uses to motivate its employees is giving them seasonal worker bonuses. Each bonus is subject to how good the company does during the season. Due to this, each employee is motivated to improve its performance which will eventually result in a big bonus. Commission One of the best strategies that Wheelworks has used to motivate its sale persons, but yet, watch a superior customer service is giving seasonal bonuses instead of commission.Due to this dodge, Wheelworks customers receives a superior customer crevice and do not feel pressured to buy an dearly-won bike. This strategy also improves team work instead of having a constant contest among team members. Even though this strategy has worked greatly for Wheelworks, it could be improved. One way Wheelworks could improve its number of units change is by giving a reward to the person that averages more units sold per hour in a week. For example, the person that averages the most units sold per week could choose one twenty-four hours to leave early and get paid for the whole day.Rewards like this one could significantly increase the number of units sold change magnitude the yearly revenue of Wheelworks. Works Cited (n. d. ). Retrieved April 10, 2010, from tutor2u. net http//tutor2u. net/business/people/motivation_theory_herzberg. asp Janet A. Simons, D. B. (1987). Retrieved April 10, 2010, from honolulu. hawaii. edu http//honolulu. hawaii. edu/intranet/committees/FacDevCom/guidebk/teachtip/maslow. htm W. Griffin, R. (2007). Management. Houghton Mifflin. Wheelworks_part1. (n. d. ). Retrieved April 10, 2010, from