tively. By contrast, however, a satisfactory status for the factors would not motivate the individual to exceptional levels of performance. Herzberg's (1966, p. 169) motivational factors included such things as opportunities to achieve, opportunities to gain responsibility, and so forth, as motivational factors in the organizational life of an individual, the absence of which would not result in any disincentive to perform. A satisfactory status for these factors would motivate an individual to seek exceptional levels of performance.
Maslow (1954, pp. 97 101) recognized the significance of lower order needs as motivators. He contended, however, that, in modern societies, these needs were generally met. Thus, it was his contention that other means had to be employed to motivate individual within organizational structures. Specifically, factors had to be introduced which would enhance an individual's opportunity to attain self actualization.
In the application of motivation theories, Herzberg and Maslow relied on the manipulation of an individual's environment. Maslow and Herzberg always relied on positive reinforcement actions. Maslow and Herzberg further relied on a manipulation of stimuli to address an inner need, and then, the relationship between the inner need of an individual and the behavior required to satisfy that need.
Motivation at Le Taxi du Lac is examined further detail in the contexts of job design, performance evaluation, rewards, job evaluation, compensation and benefits, and discipline. A major motivational problem involved with job design at Le Taxi du Lac involves shift work. The nature of the taxi industry dictates a need for shift work, and Le Taxi du Lac provides its services 24 hours per day each day of the year. Research has found that, in humans, body "functions are in a wave like rhythm and are at optimal levels when the body is awake" (Glazner, 1991, p. 417). If this rhythm is disturbed, t...