WheelsWorks project overview and operations

Wheelworks

Maslow's Hierarchy outlines the five levels of human need. These are psychological, safety, belonging, esteem and self-actualization. Individuals must meet the basic needs (psychological, safety) first, before they can meet their other needs. Wheelworks meets needs at each level. Psychological needs such as breathing, food and water are facilitated in the environment. Safety needs are met through wages that allow for the provision of shelter and through benefits such as the health plan. Belonging needs are met because Wheelworks functions as a tight-knit team. Esteem needs are met as management and other team members provide respect and praise for achievements. Self-actualization is provided by the opportunity to solve customers' problems.

Herzberg's Two Factor Theory is a similar application of Maslow's concepts. Motivators give positive satisfaction by their presence. Hygiene factors do not, but dissatisfaction arises from their absence. Hygiene factors at Wheelworks include the pay and the benefits. There are several motivatig factors at Wheelworks. For example, the lack of sales pitch for the sales staff, offering them the challenge of tailoring their own sales. Another is the opportunity to be around their passion. Another motivating factor at Wheelworks is the seasonsal bonuses.

3) Passion for the job is unlikely to be the highest motivator. Such a passion does, however, contribute to self-actualization. However, passion for cycling is more likely to be related to the belonging need on Maslow's hierarchy and is a hygiene need according to Herzberg. Without passion for cycling, dissatisfaction would likely arise, in the absence of other factors. It fills a need for belonging - to work with something you love - but higher forms of need are met in other ways. Having a job structure that allows for the employees to creatively overcome challenges is an example of something that Wheelworks offers that meets the highest needs of the employees. The sense of competition in the store is another - it gives the employees a true sense of achievement.

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.