Which factor is necessary to adequately satisfy a follower's motivation?

To adequately satisfy a follower's motivation, a combination of hygiene and motivator factors is essential. This approach aligns with Herzberg's Two-Factor Theory, which categorizes workplace factors into hygiene factors and motivators.

Hygiene factors include elements like company policies, supervision, salary, interpersonal relations, and working conditions. While these factors do not motivate employees, their absence can lead to dissatisfaction. In contrast, motivator factors, such as recognition, responsibility, and opportunities for growth, are those that enhance job satisfaction and can stimulate true motivation.

By addressing both categories, leaders can create an environment where employees feel not only secure but also engaged and motivated to perform at their best. This holistic approach recognizes the complexity of human motivation and the need for an effective mix of different factors to foster a productive and satisfying workplace.

The other options, focusing exclusively on performance assessments, organizational policies, or team-building exercises, lack the necessary breadth to comprehensively meet the motivational needs of followers. Each of these elements can contribute to motivation, but without combining them effectively, the overall motivational impact may be limited.