Four Factors Of Organizational Citizenship Behaviors

Written Assessment 2 What are the four factors that influence us as employees to do our job well, stay at our job and go above and beyond that any employer would want from his/her employees? I will discuss with you the four factors and compare these factors to how SAS handles these as a “Fortune‘s 2010 best companies to work for” A brief into on SAS Institute Inc., The company is located in North Caroline, they are the world’s largest privately held software company, their business is intelligence and analytical needs of other companies. About 92% of all top 100 companies of the Fortune Global 500 companies are using SAS software. SAS reported revenue of $2.31 billion dollars in 2009 Let’s describe each of the four factors and how these

Organizational citizenship behaviors (OCB) are described as, voluntary behaviors employees perform to help others and benefit the organization. What are some examples of OCB’s, volunteering at your organization for public events, company picnics, helping new employees understand how your organization works. Unlike performance, OCB’s are not dependent on ability. One great example of OCB is the CEO Jim Goodnight, stating “for 2010, I will make the same promise that I did last year, SAS will have no layoffs.” This action takes no skill and benefits all employees to give them peace of mind that their job is secure and they can make ends meet at home, in turn benefiting the organization by each employee giving 110% because they love where they

Turnover is described as; an employee’s leaving an organization. An employee leaving an organization could be good or bad. It could be good if the employee was a poor performer or didn’t match well with his or hers job description. It could be harmful to an organization if the employee was a high performing employee and he or she left due to any numerous reasons. He or she could have felt like there wasn’t many advancement opportunities for them, pay, unsafe work environments, the list can go on and on. Age also pays a big factor in whether an employee will stay or go. Younger employees are more likely to leave, young people who don’t have immediate families to support, large bills, time invested in an company and fewer overall responsibilities. SAS combats turnover by giving its employees a 35 hour workweek, great amenities and child care at work, just to name a few, happy employees equal low turnover. SAS has a turnover rate of only 4% when the industry average is 12-20%. I agree with all SAS stated policies in the mini case study. I feel that they treat all their employees well, they have given the employees access to everything that would make them happy, from unlimited sick leave, child care onsite, free medical clinic to recreational activities on campus to many more that is not listed. They give their employees everything to make them happy and productive at work with stress free environment in