Which component is NOT directly associated with the motivator factor in job satisfaction?

Motivator factors are essential elements in job satisfaction that contribute to a higher level of employee motivation and fulfillment. Recognized as key components by theories such as Herzberg's Two-Factor Theory, these factors include elements that can enhance an individual's experience and sense of achievement in their role.

Recognition, achievement, and responsibility are all examples of motivator factors. They directly influence an employee's internal satisfaction and motivation, often leading to greater productivity and engagement in their work. Recognition acknowledges an individual's efforts and contributions, achievement reflects a sense of success in their tasks, and responsibility involves the autonomy and ownership over one's work.

On the other hand, company policies do not fall under motivator factors but are more aligned with hygiene factors. Hygiene factors include aspects like company policies, salary, working conditions, and job security. While these elements are crucial for preventing dissatisfaction, they do not directly enhance an employee's intrinsic motivation or job satisfaction. Therefore, the component that does not directly associate with motivator factors in job satisfaction is company policies.