SAS Institutes

455 Words1 Page
bulb-icon

Recommended: Role Of Motivation On Employee Performance

After reading about SAS Institutes I was very impressed by this company and its vision. If we analyze how this company manages the “Factors that have the strongest influence over work behaviors” (Carpenter, Bauer & Erdogan, 2012), we will notice that they really keep their promise of “value people above all else” (Crowley, 2013).

Starting from the factors that influence the job performance we can say that the company tries to maximize the performance of their employee reducing the amount of stress in the workplace, promoting the interpersonal relations with open offices, making the career-path very clear keeping a good level of organizational justice.

Analyzing the second factor, organizational citizenship which refers to “voluntarily behaviors …show more content…

Another factor which can impact on absenteeism is negative work attitude, which the management of the company try to reduce by treating the employee as a human being first and not as “a commodity where you try to squeeze something out” (Davis, 2013).

The last factor the be taken into consideration is turnover, which refers to an employee leaving the company. At SAS the turnover is very low 2-3% (Crowley, 2013) and this is due mainly to the vision that the company has, to treat people well. Dr. Jim Goodnight, CEO and co-founder of the company, loves to say "Treat employees like they make a difference and they will”. (Goodnight, n/a).

It is clear to see why SAS Institute is one of the best company to work for, their vision permeate all the company and everyone is important for the success of the organization. It is easy for me to agree with this view because I also believe in the power of the people. Another aspect that I really appreciate of the company is the balance between work and life that they offer to their employee, I believe that when you feel not overwhelmed by your job, you can perform at

Show More
Related

  • Report on Australian’s Taking Unnecessary Sick Leave

    1339 Words  | 3 Pages

    In this report, the possible reasons for employee absenteeism being covered are that the workplace roster may not be flexible enough, the staff could possibly be not receiving a sufficient amount of vacation leave from the company, and also some staff may not be feeling mentally capable of attending work on certain days. These points will be supported in sources from peer-reviewed journal articles.

    Read More

  • Business Ethics: Enron Corporation Scandal

    1594 Words  | 4 Pages

    job security and services .As well ethical values to maintain structure and integrity of the

    Read More

  • Southwest Airlines Customer Service Strategy

    1782 Words  | 4 Pages

    Those who do not possess those qualities are weeded out. They can retain their employees by engaging, recognizing, and rewarding them during various time of service (see rewarding section above) from monthly, quarterly, to-

    Read More

  • SAS Institute Case Study: Case Analysis Of Sas Institute

    1112 Words  | 3 Pages

    After reviewing the case analysis of SAS Institute, it is clear to see that they are well organized company. SAS Institute is design with a well put together cultural background. They distribute great employee motivation amongst their company, willingly to create a happy work place for all employees. Quickly into overviewing this case analysis, I was able to see multiple times they offer great attributes to any member apart of their organization. This allows employees to come to an understanding that their job of just working means much more than clocking in and out every day. Throughout the case there is multiple times were we readers are first introduced to chief executive officer/ founder of the company Jim Goodnight. Mr. Goodnight not being

    Read More

  • SAS, The Great Workplace

    1162 Words  | 3 Pages

    When we are happy and healthy we have a better attitude about life, and we bring this attitude to work. Jenn Mann is very privileged to have worked for 16 years at a company whose philosophy since day one has been to focus on people and well-being. SAS founder and CEO, Jim Goodnight, has always said, “If you treat people as if they make a difference, they will make a difference.” Jim Goodnight, being a developer, understands more than anybody that creative people enjoy a challenge. They love the feeling of success when achieving a solution to any type of problem, whether logistical, technical or social.

    Read More

  • Starbucks Retention Plan Essay

    1646 Words  | 4 Pages

    Employee satisfaction, employee turnover, and workplace environment are inseparably linked. Workplace environments heavily influence employee satisfaction, which directly affects employee turnover rates. When employees feel they are not being supported within their first months of hire, they will inevitably leave the company. Employees want to have the security that if they need assistance, someone will be there to guide them. Therefore, it is imperative for organizations to develop a thorough onboarding program and a long-term retention plan.

    Read More

  • Grievance Case Study

    1357 Words  | 3 Pages

    Although it is higher than the national average, we are currently analyzing the root causes for this issue. As for employee tardiness and absenteeism, the past most common causes have been childcare, accidents, and sickness. We took the initiative to start offering childcare services, on campus, to our employees, to expand our healthcare coverage, and to reward those that do regular doctor check-up to prevent illnesses. As for turnover, we are spending a greater time hiring individuals to prevent a high number of turnover

    Read More

  • The Relation Between Job Satisfaction, Absenteeism, and Employee Turnover

    1731 Words  | 4 Pages

    Due to all these factors managers have come up with different strategies to understand employees problems and to improve organizational behaviour by screening out the employee who does not suit the specific organizational culture, and specific job based on interest and experience instead of conventional approach. These steps are very utilitarian in ameliorating the employees over all job satisfaction, which in return lowers the absenteeism and employees turnover, thus benefiting the organisation in improving its services and products.

    Read More

  • Job Design and Job Analysis

    764 Words  | 2 Pages

    It represents the Strategic human resource management (SHRM) core function like “work analysis, Job design and job analysis” defines its importance in strategies implementation in any organization. This assignment will also discuss the aspect of Human Resource department that why they are giving more edge to other functions like Recruitment and selection, Performance appraisal and Occupational health and safety. This report will also presents the today’s critical business challenges and the with coming new responsibilities for HR and why they have started to give more weightage to Job analysis and design in order to get the better output and efficiency of the organization. Moreover, Human capital is a vital factor for any department in any organization. “Hiring smart” is becoming a fashion trend for companies for their effectiveness, productivity and employee motivation as the more investment will be done in employees by the firms. It continues with the recommendations on the need of analysis and design of work and how to make employees motivated in the company.

    Read More

  • Job Satisfaction and Employee Retention

    2178 Words  | 5 Pages

    Employee satisfaction is undoubtedly the best predictor of employee retention. A job environment consisting of good working relationships usually fosters employee satisfaction. Employees feel motivated as they believe that the company is appreciating their service and commitment. Job satisfaction results in employee retention. Employee retention could be defined as the length of time employees stay with the organization.

    Read More

  • Performance Management System Summary

    3074 Words  | 7 Pages

    Usually Managers have the role to manage the company’s performance; therefore they must be trained professionally in the field of administration management, Project Evaluation and Maintenance management. The must also be well versed with the adhering to the objectives of performance management in a given company or a business organization. On the other hand, employees of the same organization must be sure and certain of their duties and roles. Certainly, they will work with an aim and focus to achieve specified goals of the company. An organization with suitable management acquires many professionals with appropriate skills and knowledge. On acquisition, the firm will have expectations towards achieving high standards performance across systems management. Such professionals will always work at the best interest of the company, with skill and care and they will go ...

    Read More

  • History Of Human Resource Management

    1796 Words  | 4 Pages

    If staff are absent from work they are not able to carry out the functions for which they have been employed. In many businesses, these functions have to be taken on by someone else - if not, the customer could suffer. Reducing absenteeism is an important feature of human resource management. The extent to which absenteeism affects businesses has been a topical feature. Not only does absenteeism cause problems, but employers are beginning to recognise the effects of 'presenteeism' - staying at work when you are ill or because you believe that in some way your 'presence' will help boost your promotion prospects.

    Read More

  • Employee Turnover Essay

    1354 Words  | 3 Pages

    Employee turnover in organization is one of the main issues that extensively affect the overall performance of a workplace (Tariq, Ramzan and Riaz, 2013). Various studies show that employee turnover negatively affect the overall efficiency at the organization (Tariq, Ramzan and Riaz, 2013). Xiancheng, (2013) mentioned the employee turnover is a method of personal issues who decided to stop associate with the company for better advantage. There are two types of turnover which are voluntary and involuntary turnover. Voluntary turnover can be defined as the termination of the official and the psychological contract between the employee and employer (Krausz, 2002; Macdonald, 1999; Mclean Parks et al, 1999; Rousseau, 1995) while involuntary turnover inescapably lead to direct negative results such as current job is insecurity, work difficulty, and status fluctuation (Gowan and Gatewood, 1997). However, other researchers such as Haven-Tang and Jones, (2012) concluded poor management, lack of salary, bad working environment and paucity of job opportunities could be the highest causes of turnover among organization. This statement was support by Kusluvan et al., (2010) where is they had stated that poor management, low payment of salary, work environment and lack of employees’ job opportunities on the organization will make employee want to quit from their job. Turnover intention situation will appear when labour had feeling that they want to quit from current job, so voluntary and involuntary turnover will become final stage for them as their decision (AlBattat and Mat Som, 2013) but it is different for researchers such as Mosadeghrad, Ferlie and Rosbenberg (2013) when they conclude that employee turno...

    Read More

  • Absenteeism Essay

    1254 Words  | 3 Pages

    Absenteeism is a serious problem for a company, it not only reduce the productivity buy also make the company lose a lot of money. workplace bullying, employee`s health, workplace condition and Unfairness at work are the common causes of absenteeism. However, there are not just these few causes for absenteeism, the most important is manager should be good at observe and analysis, try the best to find out the reason of absenteeism and take an action to improve it. And the five basic elements of an effective absenteeism control and the Point Contingent rewards may be able to help you. But the managers should keep in mind, in order to have a successfully absenteeism control, the organization should have a comprehensive strategy or use a combined approach to approach the problem not just depend on one or two methods. (Cole & Kleiner, 1992)

    Read More

  • Essay On Impact Of Motivation On Employee Performance

    1385 Words  | 3 Pages

    It has been observed that motivated and satisfied employees have directly relate with the business performance, profitability and eventually, its stability (Shemiah, 2009). However, dissatisfied and less committed employees have a negative impacts on the performance and profitability of an organization (McKinley, Sanchez, & Schick, 1995). It should be taken into account that disengaged and less efficient employees cost the organization thousands while losing the productivity (Hislop,

    Read More

More about SAS Institutes

Open Document