Case Study: Wheelworks

Running head quality Study Wheelworks Case Study Wheelworks Principle of Management After analyzing Wheelworks salary and benefits structure, I have found that this organization meets every need demanded by its employees and inspires them in every train. When it comes to needs and motives, there are two unremarkably utilise theories that explain distri furtherively step. wholeness of the most commonly used theories to explain the levels of needs and motivators is Maslows power structure of needs. The different commonly used speculation when explaining levels of needs and motivations is Herzbergs TwoFactor Theory.Maslows Hierarchy of Needs commencement at the bottom with physiological needs and moving upwards to safety, get laid/ exitings, esteem, and eventually narking self-actualization, Maslows pecking order of needs is often shown as a five level pyramid. Wheelworks meet its employees setoff need, Physiological needs, honest by paying them a salary. When Wheelwor ks pays its employees, it allows each employee to buy food, water, and pay for a shelter and clothing to swan a constant body temperature.This first need on Maslows hierarchy of needs is essential and without it, humans would non be able to survive. Wheelworks meet Maslow second need, safety, by providing its employees with benefits such as comfortablyness insurance, bonuses, and 401k plans. Because of the plans that Wheelworks offer its employees, areas such as financial security and health and well being are covered. Love and soundings, the third level of Maslows hierarchy of needs, is also covered by Wheelworks. Humans need to sense of smell that they belong and are loved.Due to the positive atmosphere that Wheelworks offers, its employees feel loved and like they belong to the group. Due to this, Wheelworks also meets Maslows third need. The forth 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 shoot a line of cycling. numerous of Wheelworks employees are highly educated and have crack 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 unalike Maslows five level hierarchy of needs, Herzbergs theory has only focuses in two factors.Herzberg believed that there is a two-step approach to understanding employee motivation and satisfaction. These two steps are the hygiene factors and the motivator factors. Hygiene factors live of the need to for a course to avoid unpleasantness at work. If t hese factors are considered miserable by employees, then they can cause dissatisfaction with work(tutor2u. net). Wheelworks meet the hygiene factor by providing a good 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 personal growth. Wheelworks meet this factor by recognizing its employees qualities, intriguing them, and giving them responsibilities. By doing this, Wheelworks employees tick motivated achieving above-average surgery and effort. Number One Motivator Having a passion for the sport of cycling has become Wheelworks employees name one motivator.Many times, one would think that salary, health benefits, and good working conditions would club high when it comes to job motivation, but without love of the work itself, all of these benefits would not be enough to motivate ones emplo yees. The main cause Wheelworks employees perform above-average and put an extra 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 rewards also helps motivate them. One of the many ways that Wheelworks motivates its employees financially is by paying them the highest mathematical wage. By doing this, Wheelworks makes sure that its employees are well paid motivating them to stay within the company. Another method that Wheelworks uses to financially reward its employees is by pass vacation and sick pay, 401k, profit chairing, 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 bonuses. Each bonus is egress 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 bigger bonus. committee One of the best strategies that Wheelworks has used to motivate its sale persons, but yet, maintain a superior customer services is giving seasonal bonuses or else of commission.Due to this schema, Wheelworks customers receives a superior customer crevice and do not feel pressured to buy an expensive bike. This strategy also improves team work kinda of having a constant competition 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 interchange is by giving a reward to the person that averages more units change per hour in a hebdomad. For example, the person that averages the most units change per week could choose one day to leave early and get paid for the whole day.Rewards like this one could significantly increase the number of units sold increasing 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