Wheelworks Maslow's Hierarchy Outlines the Research Proposal

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4) Wheelworks offers a few different forms of financial compensation. They pay wages that they describe as "the highest possible." This meets the safety needs of their employees, which is key in the retail business. It was stated that many of the employees have good educations, so if they could not meet their safety needs at Wheelworks, they would be forced to do so elsewhere.

Wheelworks does not offer commission. This is good practice, since their staff are more motivated by higher-level needs such as achievement and competition. Commission is insufficient and does not support Wheelworks' attempt to differentiate themselves with their high level of customer service. There are also profit sharing plans, which motivate the employees but also foster teamwork. This is also true of the seasonal bonuses. These also reinforce the belonging needs. In this way, these types of incentives reinforce the higher order needs, while de-emphasizing the lower order safety needs.

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5) According to Wheelworks, it does not pay commission because commission is not congruent with strong customer service. It emphasizes staff or store performance at the expense of the customer, something that does not support Wheelworks' long-term growth strategy. Given this, I feel that this is an appropriate decision. Commission meets a worker's safety needs, which given the wage structure at Wheelworks is redundant. Additionally, the company wants to use customer service as a source of competitive advantage, and commission sales is not congruent with strong customer service. I would not propose any other type of compensation system. Right now, Wheelworks meets safety needs to a sufficient level to attract overqualified, enthusiastic talent. Their current motivation is focused on higher levels, which supports the means by which Wheelworks wishes to grow. Therefore, there is little….....

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