Case in Point

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Running Head: CASE IN POINT: SAS INSTITUTE INVESTS IN EMPLOYEES 1

Case in Point: SAS Institute Invests in Employees

John Odhiambo

UoPeople

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BUS 1101 - Principles of Business Management

20-09-2023
Case in Point: SAS Institute Invests in Employees 2

Case in Point: SAS Institute Invests in Employees

Introduction

SAS Institute is a major software company that has been recognized as one of the best

places to work in the world for many years. The company's approach to employees is based on

three simple things: trust, flexibility, and values (Crowley, 2013). SAS believes that satisfied

employees lead to satisfied customers, and it invests heavily in employee development and

satisfaction. The four factors that have the strongest influence over work behaviors are jo

satisfaction, organizational commitment, perceived organizational support and work life balance.

Therefore, this paper will explore each value and explore how they impact the employees in the

organization.

i. Value People Above All Else

SAS as a company places a strong emphasis on valuing its employees. An excellent example

is their decision during the Great Recession not to lay off any of their 13,000 employees. Instead,

they asked employees to be vigilant with spending to help the company weather the storm

(Crowley, 2013). I believe that the approach utilized by the company is agreeable. By

prioritizing job security and treating employees as valuable assets, SAS fosters a sense of loyalty

and commitment among its workforce. This commitment has contributed to their sustained

success.

ii. To Give Is to Get

SAS provides a range of generous benefits and perks to its employees, including free access

to a gym, on-site healthcare, childcare, and work-life counseling. These benefits are symbolic

representations of how SAS value its people. I believe that this approach is agreeable. While

some might consider these benefits offered by the company are extravagant, they serve as a
Case in Point: SAS Institute Invests in Employees 3

tangible demonstration of appreciation and contribute to high employee satisfaction and

retention. SAS reaps the rewards of a highly engaged and committed workforce.

iii. Trust Above All Things

SAS fosters a culture of trust by allowing employees flexibility in their work hours and the

use of campus services. Employees are trusted to manage their own schedules and are treated

like human beings rather than commodities (Crowley, 2013). This approach is agreeable. Trust is

essential for employee engagement and productivity. By giving employees the autonomy to

manage their time and tasks, SAS builds a strong foundation of trust, which enhances employee

morale and performance.

iv. Ensure Employees Understand the Significance of Their Work

SAS ensures that employees understand the significance of their work by allowing software

programmers to "own" the work they produce. This ownership instills a sense of pride and

responsibility in their work. This approach adopted by the company is agreeable. When

employees feel that their work has meaning and that they are making a difference, they are more

motivated and productive. SAS's approach aligns employees with the company's mission and

encourages a sense of purpose.

Agreement with SAS Institute's Approach and Policies

I agree with SAS's approach and policies because they prioritize the well-being and

satisfaction of their employees, which, in turn, leads to higher engagement and productivity. It's

a model that benefits all stakeholders, including employees, customers, and the company itself.

By investing in their employees, SAS has created a positive work culture that has proven to be

highly effective in the long term. SAS Institute's approach is supported by research on employee

engagement and productivity. For example, a study by the Gallup Organization found that
Case in Point: SAS Institute Invests in Employees 4

engaged employees are 17% more productive than non-engaged employees (Sorenson, 2013).

Another study found that companies with high employee engagement scores have a 21% higher

return on equity than companies with low employee engagement scores. SAS approach is also

beneficial for employees. Employees who are satisfied with their jobs, committed to their

organization, feel supported by their organization, and have a good work-life balance are more

likely to be happy and healthy. This leads to better job performance and higher retention rates.
Case in Point: SAS Institute Invests in Employees 5

References

Crowley, M. C. (2013, January 22). How SAS became the world's best place to work. Fast
Company. http://www.fastcompany.com/3004953/how-sas-became-worlds-best-place-
work
Sorenson, S. (2013, June 20). The Benefits of Employee Engagement. Gallup.com; Gallup.
https://www.gallup.com/workplace/236927/employee-engagement-drives-growth.aspx

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