Which factor contributes to eliminating job dissatisfaction but does not necessarily lead to motivation?

The factor that contributes to eliminating job dissatisfaction but does not necessarily lead to motivation is pay. In the context of the theories of motivation, particularly Herzberg's Two-Factor Theory, pay is classified as a hygiene factor. Hygiene factors become essential because they prevent dissatisfaction in the workplace; if employees feel they are not being compensated fairly, this can lead to dissatisfaction.

However, simply addressing pay does not inherently increase motivation or job satisfaction. In contrast, motivational factors—such as recognition, opportunities for growth, and job challenges—are those that can enhance an employee's engagement and drive. Therefore, while fair pay can remove barriers to satisfaction, it does not actively inspire employees to excel or be more productive in their roles. This distinction highlights the importance of looking beyond basic compensation when seeking to boost overall employee motivation and satisfaction.