According to motivational hygiene theory, real motivation stems from what?

Real motivation, according to motivational hygiene theory, stems from involvement in interesting tasks. This theory, developed by psychologist Frederick Herzberg, differentiates between two sets of factors that influence motivation: motivators and hygiene factors. Motivators are intrinsic factors that lead to job satisfaction and engage employees, including the nature of the work itself, recognition, responsibility, and opportunities for personal growth. When individuals are involved in tasks that they find interesting and challenging, it satisfies their need for achievement and contributes to higher motivation and job satisfaction.

In contrast, hygiene factors — such as salary, job security, and working conditions — do not necessarily lead to higher motivation but can lead to dissatisfaction if they are inadequate. Therefore, while aspects like high salaries, promotional opportunities, and managerial oversight can contribute to a comfortable work environment, they do not fundamentally drive employee motivation as much as engaging in meaningful and enjoyable work does. The core idea is that real motivation arises from the work itself and its intrinsic value to the individual.