SAS: Dedicated Framework to Employee Sastisfaction PDF

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BUS 1101 Week 2 Unit 2

Nicole Haire

SAS: Dedicated Framework to Employee Satisfaction

While reviewing and assessing this, my hope is to help you understand how SAS handles influential factors for work behaviors by providing their system for improved employee satisfaction. In the workplace today, employee satisfaction is down. That is what makes the SAS study a take to read and review. When you consider the factors of influence combined with current statistics on same industry turnovers, this company becomes a great example of how psychology and the workplace blend together. This week I we read and learned about the four factors that influence work behaviors. These factors include: job performance, organizational citizenship, absenteeism and turnover. Job performance is the level of which an employee fulfills the factors of their job. The case study on SAS provided a few examples of how they accomplish this in the computer software industry. As a company, they make it public knowledge that their employees are the reason for their success in performance and remaining loyal to the company. (Principles of Management, 2.1 “Case in Point: SAS Institute Invests in Employees”, pp. 66-68). As an organization, they maintain the belief and attempts to ensure that eliminating stressors or anything that may cause dissatisfaction in their work lives that could carry through to their personal lives. The employees at SAS enjoy their work life in a way that they grow attached to their positions within the company. In the factors of influence organizational citizenship means the voluntary behaviors employees perform to help others and benefit the organization. They challenge themselves to do better work the next time and even better the time after that. Next on the list of factors comes absenteeism. Absenteeism means the failure to appear at work. How does SAS avoid the high risk of absent

BUS 1101 Week 2 Unit 2

Nicole Haire

employees? As a company they enforce a realistic work schedule with their employees that encourages them to spend time with their friends and families. SAS has a motto, “if you are working for more than 8 hours, you are just adding bugs”. (Principles of Management, “2.1 “Case in Point: SAS Institute Invests in Employees “'', pp. 68). As an organization they understand that all people have lives outside of their work space that need to be given attention as well. Finally, looking at the influential factors is turnover. Turnover is an employee’s leaving of an organization. As a company they provide employees with healthcare for themselves and their families on site. They remove obstacles within that workplace that could limit the amount of work an employee is capable of accomplishing. The turnover rate at SAS is below 4% compared to other companies in the industry with a 20% rate. In conclusion, after reading all the information about the policies that have been provided to me, I would have to say that I agree with the position they take. Many employees in many industries look for jobs that provide them with an option for healthcare and a chance to grow within a company and accomplish the tasks given to them. By removing the obstacles that prevent employees from productivity including (but not limited to): unnecessary equipment, policies, rules and minute meetings, I believe this allows employees to focus on the bottom line. Thus providing a higher chance at meeting their deadlines provided to them.

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