CustomInk has been in service for quite long and has developed a rather efficient system for managing its staff’s satisfaction rates. Particularly, a rigid system of corporate values, quality standards, and employee benefits need to be mentioned as the building blocks for its success. However, a detailed evaluation of the entrepreneurship’s characteristics has shown that some of its compensation system elements may lack sensibility and, therefore, will have to be changed. It is strongly suggested that the company should recognize the significance of trade unions and reinforce their role in the target area. He considering the current situation and the environment that the entrepreneurship evolves in, one must admit that the positive factors evidently outnumber the negative ones. The firm is clearly geared towards recognizing its staff’s accomplishments and contributing to their further growth. Specifically, the fact that CustomInk focuses not only on the financial aspect of incentives but also on the verbal acknowledgement of the staff’s efforts needs to be brought up (GlassDoor, 2016). Therefore, it can be assumed that decent grounds for staff motivation are created in the organization. However, the system that the company adopts also has several obvious problems. First and most obvious, the issue of individual needs of the staff needs to be addressed. Although CustomInk has done a lot for the people that work in it in terms of both the benefits and the appraisals, one must admit that the compensations, which the entrepreneurship has to offer, are targeted at a rather generalized audience and tend to omit a range of essential characteristics that some of the firm’s members have. For instance, the issue of the parental leave, in general, and the maternity leave, in particular, needs to be brought up (DePillis, 2015). The above inconsistencies in the firm’s policy can be addressed by carrying out a large analysis of its members’ characteristics and, therefore, the needs and requirements that the firm has to meet. It would be wrong to claim that the entrepreneurship disregards the gender issue specifically; apart from failing to provide the maternity leave, CustomInk also disregards the concept of the parental leave, in general (Boy & Salamin, 2001). Similarly, the family-related issues, such as the provision of insurance to married couples, can also be viewed as the aspects of compensation that the firm has overlooked. Claiming that CustomInk’s actions are intentional would be quite a stretch. The company is hardly malicious in its decisions – only a bit thoughtless. Therefore, a better strategy that will be targeted at meeting the needs of every single staff member based on their unique characteristics will have to be viewed as the crucial step toward creating premises for employee loyalty rates increase ( CustomInk to acquire represent, tech startup that helps celebrities rally fans for funding, 2016). It can be suggested that a survey should be carried out among the staff members to identify the issues that the company will have to address and the compensation opportunities that it will have to provide to its members. However, at present, the problems concerning the family leave and the provision of insurance options for the employees who have recently got married ( CustomInk ,