Which factor is least likely to contribute to employee motivation?

Mandatory overtime is least likely to contribute to employee motivation because it can be perceived as an imposition rather than a choice. When employees feel compelled to work beyond their regular hours, it can lead to feelings of frustration, burnout, and decreased job satisfaction. Unlike job satisfaction, positive organizational culture, and competitive salary, which generally enhance motivation through positive reinforcement and rewarding experiences, mandatory overtime acts as a negative motivator. It removes an individual's autonomy and can create resentment rather than inspiring them to perform well, making it an unlikely factor in fostering genuine motivation among employees.