Case in Point

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

Case in Point: SAS Institute Invests in Employees

BUS 1101 - Principles of Business Management

Case in Point: SAS Institute Invests in Employees

i. Value People Above All Else

ii. To Give Is to Get

tangible demonstration of appreciation and contribute to high employee satisfaction and

iii. Trust Above All Things

morale and performance.

iv. Ensure Employees Understand the Significance of Their Work

encourages a sense of purpose.

Agreement with SAS Institute's Approach and Policies

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