Motivation and Worry, Part 2


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

September 28, 2011.

George, J. M., & Jones, G. R. (2012). Understanding and managing organizational behavior 6th

ed.). Retrieved from The University of Phoenix eBook Collection database.

J. Pfeffer, “SAS Institute: A Different Approach to Incentives and People Management Practices

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,”, September 6, 2000; N. Stein, “Winning the War to Keep Top Talent,”, September 6, 2000; “The Best Company to Work For,” by David A.

Kaplan, FORTUNE, February 8, 2010, pp. 57–64.


This Research Was Sponsored by Done Right Carpet Carpet Cleaning San Antonio. Thank you for your interest in supporting Local Scholars!

Motivation and Liveliness


In my studies on Longevity, I have recently discovered a pattern that motivation, especially in business, is a great indicator of health.Motivation is a word that gets tossed around in many areas of a person’s life. It is used in the work force also in many different ways that can make one wonder if they are really motivated. With this paper the data intelligence company SAS is going to be looked at and four questions will be looked into to see how the company uses motivation. The questions will be how does SAS motive their employees, what factors are likely to contribute to intrinsic motivation at SAS, what factors are likely to contribute to extrinsic motivation at SAS, and how might SAS’s long-term focus affect employee motivation?

In the end it should be clear about how the company tries to motivate the employees to excel at their jobs.


(See this article by Forbes Magazine on motivation. It’s very useful)

The first question to be addressed is how SAS motivates their employees. That question is addressed by a slew of internal programs that SAS has implemented across the company. According to Pfeffer (1998), “The SAS Institute has always strived to ensure its employees enjoy their work and are motivated by the work they perform” (p.178). For example if a woman becomes pregnant and is concerned about not wanting to return to work due to wanting to be close by their kids they can use the reduced cost daycare on the company grounds.

The mother can even eat lunch with her kids at one of the cafeterias also. This is a huge incentive to be able to take advantage of. Another fine example that is also motivating is stability of a job with SAS. “A Stanford professor wrote an article about how our benefits affect retention. He estimated that we save between $60 million and $80 million a year not having to replace people. Our turnover has seldom exceeded 4 percent a year, and a lot of that is retirement.

Just yesterday, I signed 20-year, 25-year, and 30-year anniversary letters. I do that once a month. It took me 15 minutes to finish them, there was such a huge bundle.” (Buchanan, 2011).

Having a stable company is all ways a big benefit when a new person to the workforce is looking for a company that they can say will be around for the long haul and also be a place where they know they can put in the years and then retire out of the same company. Moving along into the second question regarding intrinsic motivation and SAS employees leads one to first question what is intrinsic motivation. According to George & Jones (2012), “intrinsic motivation is behavior performed for its own sake; the source of motivation actually comes from performing the behavior itself.” With SAS as a great company to work for it is great to set personal goals so that one can constantly look back and see progress.

The employees at SAS do that and it is made known by the year after year growth that the company has constantly documented. SAS also does great recognition for their employees and that is a great goal to go after to be recognized in front of their co-workers. When looking at intrinsic motivation and the fact that it is do to the individuals own intentions and not for the accolades, that is what the researcher calls self motivation and being a go-getter. All companies want individuals on their team that are self-motivated. The opposite could be said to this and that is the third question. That question is what factors are likely to contribute to extrinsic motivation at SAS?

That can be answered in a way that looks at doing something so that there is not negative reparation against them. To only do something’s out of fear is not the best way forward. Looking at SAS and seeing if this even possible to happen and the answer is yes. Looking at all the positives that SAS has to offer the employees could make the employee only do the job they were hired for so that they do not lose that job. Looking at SAS with those type of glasses would show the employees only do there job due to the benefits that they are accustomed to with SAS.

What did you do different today?


What did you do differently today?

Today, I did something different. I usually wake up and do a series of stretches and special breaths before I sit down at my computer to do work.

Today, I skipped that step.

Why would you skip something so healthy, you ask?

Because life is a wacky, awesome science experiment. I read a quote recently that said:


Now I’m a real confident guy. If you were to ask me out of the blue if I know how to live, I’d say hell yeah. If I really think about it, though, I have to admit- I have a long way to go.

I’m not gonna lie, I want to drive an Aston Martin and take a boat to the Caribbean! That doesn’t mean I don’t like my life now. It just means there’s more fun to be had. The only thing stopping me from having it is admitting that I want it. Admitting that you want something can feel sorta like defeat, depending on how your brain works.

So here I am: I admit it! I want to admit that my life isn’t as optimized as it can be. I could be giving a million dollars a year to charity, if only I had it. I could be lifting ten times the weight I deadlift and run further and faster, if I trained smarter and started paying attention to supplements, vitamins and minerals.

What’s the next step?

Changing things up!

Changing things can be scary, if I let it scare me. What if I skip my morning stretches? Will I have a panic attack by lunch time? What if my mind wanders (more than it normally does)! And then I think, maybe I’ll pull something at the gym!

But that’s just some paranoid shit. Turns out I’m just way more anal than I realized. My day went fine, and I got a lot of work done. I’m not saying that I’m not going to ever stretch in the mornings anymore. I’m just saying, if I don’t that doesn’t mean something bad is gonna happen.

Life is a science experiment. I refuse to be a scaredy cat about changing around some variables.

My first post!


Welcome to Wireless9Live.

This is a blog dedicated to Longevity. Wahahahahaha.

You are probably reading this on a smartphone right now. Sure, we get some facetime with the laptop, but come on- you know its only for special occasions.

Like movies longer than 50 minutes. Meaning, if you’re already in bed when it occurs to you to watch Netflix, you’re probably gonna watch something on your phone. Unless you’re really hungry. But even then, you’ll probably start with the phone that’s already in your hand, just to make sure you’re ACTUALLY in the mood for the thing you thought you were in the mood for. Then, if you are, you’ll watch for a while, happily enjoying the acting and cinematography on a surface the size of your hand.

I have a 6Plus, so its a little bigger than my hand.

Anyway, the point is, the wireless world we live in makes it easy to optimize our health.

Got a question about how healthy a certain food or drink is? Look it up!

Need to find a nearby gym/yoga class/ acupuncturist/green cleaning company/ organic grocery store?

Psh, that’s easy as gluten-free pie.

Better yet, there are apps to help you monitor your eating, plan your workouts so you never skip a leg day, and, for the ladies, know when you’re ovulating so you can schedule the perfect type of cardio for your hormone levels.

I’m pumped to get this out there! Let’s do it.