Case Study: Wheelworks
Principle of Management
After analyzing Wheelworks’ compensation and benefits structure, I have found that this organization meets every need demanded by its employees and motivates them in every level. When it comes to needs and motivations, there are two commonly used theories that explain each step. One of the most commonly used theories to explain the levels of needs and motivators is Maslow's hierarchy of needs. The other commonly used theory when explaining levels of needs and motivations is Herzberg’s Two Factor Theory. Maslow's Hierarchy of Needs
Starting at the bottom with physiological needs and moving upwards to safety, love/belongings, esteem, and eventually reaching self-actualization, Maslow's hierarchy of needs is often shown as a five level pyramid. Wheelworks meet its employee’s first need, Physiological needs, just by paying them a salary. When Wheelworks pays its employees, it allows each employee to buy food, water, and pay for a shelter and clothing to maintain a constant body temperature. This first need on Maslow's hierarchy of needs is essential and without it, humans would not be able to survive. Wheelworks meet Maslow second 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 financial security and health and well being are covered. Love and belongings, the third level of Maslow's hierarchy of needs, is also covered by Wheelworks. Humans need to feel 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 Maslow’s third need. The forth level of Maslow's hierarchy of needs is esteem. Wheelworks also cover this level by recognizing its employees for its qualities. By recognizing each of its employee’s qualities,...