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Dr Brandon Randolph-Seng
September 30,2018
SAS INSTITUTE INVESTS IN EMPLOYEES 2
Abstract
Investing in employees is a crucial part of many organizations. Companies have been known to
invest in what they feel is key to the success of their organization. Some invest in strategies,
some invest in infrastructures while others invest in people such as employees. Investment in
employees could come in the form of personal and professional development, team building
activities, recognition and awards etc. This case study will focus on SAS Institute, a company
committed to investing in employees.
How would you translate SAS’s art of employee management in terms of the P-O-L-C
framework?
If a company is unable to provide the benefits that SAS does, in what other ways might a
firm create positive work attitudes?
Answer: Some other ways a firm could create positive work attitudes are:
-Putting in place a solid P-O-L-C framework to create an optimal work environment. Research
has shown that people pay attention to factors of their work environment. If these factors are
favorable, it can create a positive work attitude. Bauer et al. (2016).
-Recognizing and rewarding efforts, results and ethical behavior without compromising one for
the other. (Valentine, et al. 2013)
-Provide and accept feedback and constructive criticism and keeping very open lines of
communication.
-Give room for exploration, trial and error, corrective measures, mentorship, coaching, training
and re-training
What risks could be associated with giving workplace surveys, as was done at SAS?
Answer: There are many risks associated with giving workplace surveys as was done at SAS. One
of the risks are that survey at times results to false feedback. Also, workplace surveys sometimes
focus on thoughts and motives rather than real observations. A survey experience could produce
negative feelings and bring about frustration and disappointment if management fails to take
action or follow through with key elements of the survey. (Sanchez, 2007).
What are some effective strategies to create a balanced work and home life? Is this more or
less of a challenge when you are starting a new career.
Answer: Both management and employee need and deserve a balanced work and home life.
Some effective strategies to create and achieve this are:
-Prioritizing should replace a ‘can-do-it-all’ attitude. If an employee is unable to do all then
he/she must learn to do what is more important at that given point in time.
-Time tracking and time management.
-Inculcating the P-O-L-C framework in both personal and work life because it has proven to be
successful in achieving the needed balance
-Setting healthy limits and establishing reasonable boundaries. This includes keeping work at the
work place and strictly home a resting haven and opportunity for other activities outside work
(Nietzsche et al. 2013)
Creating a balanced work and home life could be a challenge for an individual as opposed to
what stage of life cycle they are in in their career. An employee who is able to create a balance
in an old career will find it easy creating the same balance in a new career.
SAS INSTITUTE INVESTS IN EMPLOYEES 5
References
Bauer, T., Erdogan, B., Short, J., Carpenter, M. (2016). Principles of Management. Boston:
FlatWorld.
Sanchez, P. (2007). The employee survey: more than asking questions. The Journal of Business
Strategy, 48-56.