Explain why organizations pursuing a high-involvement management strategy may find the notion of offering indirect pay to employees somewhat problematic and at odds with the principles of high involvement?

This question should begin with a detailed explanation of high-involvement management strategy,particularly focusing on the notion that extrinsic rewards should be geared towards driving strong performance,and not towards controlling poor performance/output.Then,students need to link or identify that by its very nature,indirect pay does not perfectly fit a high-involvement management strategy; indirect pay is not necessarily linked to corporate or enterprise performance,while at the same time,high-involvement organizations value their employees and do not want valuable employees to leave the organization as a result of a poor indirect pay packages.Notions of motivation theory may also be part of this answer,i.e.,organizations need to be able to satisfy lower order needs (safety),etc.,before higher order needs can be satisfied.