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企业生产力以及员工长期在其工作场所工作过程中所保持的关系就是员工对其工作满意度的一个表现形式。根据赫茨伯格所说，工作满意度一般都只能来自于组织在设置过程中是否给员工提供了积极的卫生环境。而且赫茨伯格还认为，若工作场所的环境是及其不卫生的，那么这很肯那个会导致人际冲突，降低员工对企业承诺的信任度，同时，员工对组织忠诚的状态也会不佳，他们对他们职业的忠诚度也会逐渐衰落。结果，这样不仅会导致生产力的下降，而且在所有的员工中会有越来越多的人都表现出对不满意的意图。也许，在这样的背景下，日本的声音一句谚语说得好：一个满意的员工也是一个具有生产力的工人。员工不满意所付出的代价并不局限于物质上，仅仅是损失生产力，相反，它也伤害了组织文化公司的形象和精神的公司里所存在的一些微妙的现象。经常不断地增加招聘和培训成本也是对企业可持续运作的一个挑战，它会削弱人们对生产力概念的理解。然而，另一方面，工作地点的卫生环境为雇员提供了一定的工作满意度，从而逐渐增加了对组织的忠诚度以及降低招聘和培训成本的重复。当然，在任何计算成本的标准不能仅限于此，而是有一个累积的螺旋效应，主要包括；降低士气，上升的冲突，安装事故，经常缺勤和生产力递减等。因此，在任何组织管理中，其重点都是为员工提供健康环境的工作场所，以确保其员工工作满意度，同时运用激励手段来提高生产力。

Productivity and log term employees’ relationship at work place is the function of job satisfaction. Job satisfaction, according to Hertzberg ( ) can only be derived from the positive hygiene environment in any organizational settings. Hertzberg ( ) believes that unhygienic environment at work place breeds interpersonal conflicts, low commitment level, poor state of organizational loyalty, and dwindling professional allegiance. Resultantly such outcomes leads to declining production and productivity and increasing turn over intentions amongst the employees. Probably, with such a background, Japanese sound a proverb that satisfied worker is a productive worker (Baloch,2009) The cost of employees dissatisfaction does not restrict to physical loss in productivity, rather, it also hurts the tangible dimensions of organization culture and delicate phenomenon of spirit de corp. Frequent turn over add to recruitment and training cost and challenge to the operational sustainability thereby eroding the concept of productivity. Whereas, on the other hand hygiene environment at work place provide job satisfaction amongst employees that in turn add in to the organization loyalty thereby minimizing the repetitive costs of recruitments and training. On any standard of calculation this cost doesn’t stop here, rather it has a accumulative spiral effect which includes; declining morale, rising conflicts, mounting accidents, frequent absenteeism, and diminishing productivity. Hence, focus of management in any organization is to provide healthy environment at work place as to ensure prevalence of job satisfaction amongst its employee and then apply motivational tools to enhance productivity.

The above debated relationship between job satisfaction and the motivation as well as turn over intentions is not restricted to manufacturing industry only but to the service sector as well. Rather, a cursory glance over the performance graph of successful service industries confirms that it was the well motivated human capital that mainly contributed towards the sustained productivity of the firm. However, during the course of investigation about the role of job satisfaction towards employees’ motivation and productivity in service industry it was found that there are few industries where employees turn over is a frequent phenomenon and security agencies are one of those. Management of such security agencies were facing tremendous pressure in maintaining and retaining their work force and ensure operational sustainability in cost effective ways. On the face of ongoing law and order instability in Khybe Pakhtoon Khwa the importance of long term relationship between the security companies and their employees is added in to manifolds. And productivity of service sector is mostly dependent upon only on attracting the competent human resources rather m本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。