Love Your Job:It is Important.

Work and Love are two essential factors that make one's life meaningful. In absence of anyone of them the person begins to undervalue her/his real worth.
In absence of love our nature undergoes a change. We develop some sorts of personality disorder. Likewise we stand ruffled when we lose our job for reasons of our carelessness or lack of promptitude.
In most of the cases, we find our job boring for no reasons whatsoever. This feeling is dysfunctional to our growth on and off the job. On the other hand if we learn to love whatever job is in our hand it gives us a purpose of our life. We begin to feel happy with our engagement.
If we go on working with the job in hand relentlessly, it provides us clue as to how it should be done with greater perfection.
Ultimately the skill gained through this efforts slowly starts gaining response, recognition and respect for us. Even that  be not so, it does provide a sort of emotional satisfaction that only the doer knows the better.
Ask a farmer not to go to plough his field. Will he heed to your counsel? Certainly not, if he is really a farmer. He will not generally dissociate himself from farming activities even if he finds this vocation unrewarding. Similarly, ask an office goer to shun his work and enjoy paid holidays. He will not accede to your proposal.
Thus job provides opportunity to express ourselves. We speak about ourselves by the work we do on the job. Is not this precious? Why not love it? Do we not sustain ourselves along with the family we support by means of the job we do? So we should refrain from nourishing ill feeling about the job. The reason is simple; it not only sustains us but also help us grow materially and psychologically.
Have we ever thought what we generally look in a job? Primarily it is the working conditions. Along with that interpersonal relation, Salary, Supervision, and administrative policy of the organization we serve, opportunity for growth(Advancement), Responsibility, Recognition, Achievement, Work itself are determining factors that help us to choose a job and to continue in that job.
This set of factors were divided in two categories to be called as hygiene factors and Motivation Factors by Frederick Herzberg who studied in details the job content and the ecology of job for the purpose of enriching it.
Whereas interpersonal relation, Salary, Supervision, and administrative policy of the organization, working conditions were identified as hygiene factors the factors like Advancement, Responsibility, Recognition, Achievement, Work itself were considered by Herzberg importantly motivating a person to remain in the job. Therefore these were called Motivation Factors which are linked to personal growth and fulfilment of psychological needs.
This Two-Factor Theory coined by Frederick Herzberg is a valuable and substantial contribution in the field of job research and management efforts to make even routine job meaningfully enriched through HR policy intervention.
A little reflection would show we expect both from our job. One set of factors (Hygiene Factors) is aimed at redressing the pain on the job(hence dissatisfier) and other set(Motivation Factors) is meant to take care of our psychological and growth related needs(hence Satisfiers) 
Hence just as we stand 'dissatisfied' with poor hygiene in our everyday life so will be the situation in absence of poor redressal of hygiene factors identified as above in context of a job. Likewise we feel happy and 'satisfied' to find an opportunity to express ourselves constructively.  This is when we get our psychological expectations from the job through responsibility, recognition, work life balance etc.
This explains why Herzberg called Hygiene factors as Dissatisfier and Motivation Factor as Satisfier. But he pointed out that Dissatisfiers and Satisfiers should not necessarily be considered opposite to one another. He clarified that one may love to continue in the job despite it being poor on hygiene factors and likewise one may quit a job despite it being High on salary but no work or meaningful work.  Therefore both the factors have their own context of application in so far a job is required to be studied managerially.
Thus Hygiene factors take care of material expectations whereas Motivation factors look after our psychological expectations from the job.
It is the duty of the management to find ways and means to make even the most routine nature of job interesting for the person doing it. Latest use of technology, opportunity for training and exposure, and other positive reinforcements can work wonder to improve Quality of Work Life (QWL) as well as Quality of Life(QOL) too.
R.R.Prabhakar.
12.10.2019.