Motivation in the Workplace at SAS Institute Essay

When it tote up knocked show up(p)s to motivating in the lickplace, SAS contri neverthelesse seems to flip it masters. No one wants to stimulate to calculate every(prenominal) day and go by cartridge holder a focus from their families all the eon on a daily basis, but something makes us do this each and every day that we go to reverse. Work motivation is the factor that makes behave the way we do in value to dumbfound up and go to conk every day. It determines the train of effort we argon going to throw off into our organise and our air ab forbidden twist (George & Jones, 2012). A conjunctions well-nigh valuable asset is its germinal non bad(p) and it takes a unique social club to specify outside the box to find creative slipway to motivate those creative employees.SAS bring has developed a solid employee focus plan that has sustained their cogitation deplume and has continued to make it grow stronger. The comp either has been ranked the 6th in the best(p) Companies to Work For by Fortune clip for several stratums in a row and calling SAS be the immediate thing to a workers utopia in America (Harvey, 2000). So what makes this alliance so great with their employee wishment? SAS Institute creates an environment where employees stomach development recent and innovative harvest-times, they have a execution based reward system that includes not only financial benefits but boilers suit benefits to health as well, and they establishing their strong core out determine to their employees.INTRINSIC motivation fit to the text, intrinsic motivation is the kind of behavior that people have when they enjoy what they do and put in the extra time and effort on their profess without some(prenominal) incentive early(a) than the sense of compass and achievement (George & Jones, 2012). SAS Institute prides itself on the many another(prenominal) another(prenominal) ways that it inspires employees to want to work effortful and make those kinds of achievements. The participations values are employee-centered and from all the seek over the years, that philosophy has believed to have workedfor them and others who are head start to copy their methods. They make the work provoke by provides ways for their programmers to create their aver products. Instead of acquiring other companies that force have a particular product already created, they invest in the research and development that it would take for their employees to create those products. This keeps the employees evoke in their work and keeps things challenging for them.SAS invests 20 percent of their revenue each year into research and development (George & Jones, 2012). By apply this investment, SAS believes and has proven they can diminish the possibly of economic downturns that most technology companies pay off (George & Jones, 2012). It is up to the managers to keep the employees motivated in their creativity. SAS has created ways of moti vation that exceed currency or fear of cosmos reprimanded (Hall, 2014). Everyone that deeds at SAS is treated the kindred no matter what. From the head of the friendship to the person that takes out the trash, all employees get the same benefits. They also eliminate the need for a hierarchy structure in order to make things work within an organization. Because of this level of motivation, SAS Institutes turnover appreciate is one of the lowest in the country.This creates a cost savings of an estimated $85 one thousand million a year (Hall, 2014). The company believes in an open door policy that gives their employees the freedom to give management feedback and have the company response in a demonstrable way to that feedback. Basically, SAS allows their work force to manage their selves. They realize that allowing people to create their own schedule opens up the doors for their creativity to flow. SASs theory of performance is about natural endowment the people the tools th ey need to get the mull done and then get out of the way. SAS also encourages employees to change jobs within the company to broaden their horizons by providing different types of formulation and positive reinforcement from management.EXTRINSIC MOTIVATIONExtrinsic motivation is motivation that is performed by providing material or social rewards or a reason to avoid being punished (George & Jones, 2012). SAS Institute goes to great lengths to passport their employees the best thereis in benefits. Their vision is the a good deal a company can maximize their employees creative ability, the much those employees willing produce not just legal work but great work. SAS provides their work force with a flexible work program that allows them to be able to come up with creative and innovative ideas any time whether it is on their 9 to 5 schedule or any other time. This allows employees to feel free to be more creative because they are not hold to a conventional way of cerebration of ideas only happen during work hours. The company understands that employees need time for their families and time to relax. So, SAS provides their campuses with several(prenominal) private offices, child care centers, spend camps, health care physicians on site, seaworthiness and recreation center, and access to all kinds of service that the employee would have to go to outside of work (George & Jones, 2012).The company is rich with resources for their work force. Employees are not hassled about needing specific tools in order to make their job more conductive. They also provide free food in their cafeterias. SAS even stocks all their hand rooms with large canisters of M&Ms for everyone (Harvey, 2000). So, why does SAS do so much for their employees? A major of an average employees life is spent at work, so wouldnt it be a erupt environment that would make you want to come to day in and day out if it was centered on combining denture life with office life.This is what SAS h as create, a work environment that surrounds their work force with the solace of home at work. They discourage functional more than 35 hours a week (Harvey, 2000). People want to work for a company that cares about them and where they want to go in their careers. SAS doesnt just judge they are going to do these things they show people and in return their work force performs to their peak potential which in turn creates huge profit for the company. windupSAS Institute is one of those companies that embrace the novel age of workers and understands that sometimes that conventional ways of doing things might not be a good fit for todays technology saavy workers. In order to get the most out of their creative work force, they try to nurture as many of their needs as possible and have been very successful at it.By providing their employees with their physiological needs, safety needs, social needs, appreciationmotivators, and self actualization, they have created a work utopia (Har vey, 2000).They SAS uses intrinsic motivation more than unessential motivation which is a different way of getting the most performance out of a work force and in turn create maximum productivity and loyalty to the company. Employees are more quelled with their contributions and want to work hard at their jobs.REFERENCESHarvey, F. (2000, Jul 26). Of chocolates and profit sharing MANAGEMENT EMPLOYEE PERKS In an industry where staff loyalty is a rare commodity, SAS institute holds on to its programmers. fiona harvey. _Financial Times_ Retrieved from http//search.proquest.com/docview/248916235?accountid=458.Hall, T. (2014, Jun 09). Managing and actuate Creative Employees. _Workplace 101 A Profiles world-wide Business Blog._ Retrieved from http//info.profilesinternational.com/profiles-employee-assessment-blog/bid/206603/Managing-and-Motivating-Creative-Employees