To continue the subject from my last post, let us move along to the last question about SAS’s long-term focus and it affecting employeemotivation is a good question to finish this paper on for SAS.
Above it is mentioned that SAS has a very low turn over rate and that is a great statement to brag about if you were a company. Turn over is a costly piece of company’s profits and to avoid spending hard earned money constantly having to train employees is a great thing. That said with SAS having a two-year pipeline full of work for the future that allows them to not worry if a recession hits or a depression.
Two years is a good bit of work to have constantly in the pipe line and that allows the employees to not have to worry about themselves being fired due to a down turn in the market. Job satisfaction and the ability to go to work and think is there going to be anything for me to do today is a big bonus. That was not even listed as a benefit that the company boasted about. Even though it was not the researcher still believes that that is a big thing that the company can brag about.
To conclude the SAS Institute is a great company to work for. This is demonstrated in awards and recognition that has been awarded to the company. If that is not enough just asking any random employee about the company and the ways that SAS goes above and beyond and this will come out of any employees mouth. The mention of access to the gym and free medical at the work site to include reduced cost childcare and then summer daycare or camp is always going to be a big motivator for a person that works there to outperform so that they do not have to worry about not ever having to be fired.
To slack off on the job and get fired would end up costing that employee so much more when all the benefits are added in that SAS does for its employees. According to Buchanan (2011), not to mention the company has a really low turnover rate of less than 4 percent.
Buchanan, Leigh (September 2011). “How SAS Continues to Grow”. Inc. Magazine. Retrieved
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in the Software Industry,” Harvard Business School Case HR-6, January 1998; “Saluting
the Global Awards Recipients of Arthur Andersen’s Best Practices Awards 2000,”
www.fortune.com, September 6, 2000; N. Stein, “Winning the War to Keep Top Talent,”
www.fortune.com, September 6, 2000; “The Best Company to Work For,” by David A.
Kaplan, FORTUNE, February 8, 2010, pp. 57–64.
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