According to Herzberg, what motivation factors contribute to job satisfaction?

The correct response highlights the significance of factors that Herzberg identified as motivators contributing to job satisfaction. According to Herzberg's Two-Factor Theory, there are motivators that lead to higher levels of job satisfaction and hygiene factors that, when insufficient, can lead to dissatisfaction.

In this context, good working conditions and salary are considered hygiene factors. While they are essential for preventing job dissatisfaction, they do not actively contribute to an employee’s motivation or satisfaction once a certain level is achieved. On the other hand, factors that specifically foster job satisfaction involve elements that promote personal growth and achievement.

Elements like receiving recognition, praise, and opportunities for achievement and advancement align more closely with Herzberg's concept of motivators. These factors positively influence an employee's sense of fulfillment, engagement, and overall satisfaction in their job.

In summary, while good working conditions and salary are necessary to create a comfortable work environment, they do not, by themselves, lead to lasting job satisfaction according to Herzberg's framework. Actual motivation arises from deeper, more fulfilling aspects of the job that drive individuals to perform and feel satisfied in their roles.