1 now does SAS mot|vate |ts emp|oyees?

Salary and bonuses awarded according to their job performances. These may be one of
the motivation factors, but it only gives affect in a short term. Salary and bonuses will not
guarantee the workers will be loyal, the tendencies of employees will not give all their
effort to the company development is high. The old ways of keeping employees motivated
by this term just does not work. f the employee does not feel good about their job or the
company, all the contests in the world will not help to motivate the employees.
Organizations must be proactive and have the right strategies in place to keep employees
motivated. Communications are important between managers and employees in the
working place. Managers should make each employee's feel that they are important in an
organisation development. Employees will take pride and be engaged in their work if they
understand how their efforts impact the organization. Manager should play this part well,
as the employees need to be appreciated and being "in the know" will contribute to
improvements and future success.
As what Jim Goodnight says that a founding and enduring principle of the company is that
the managers should treat employees the way managers want to be treated themselves
nvesting in employees helps increase employee engagement and commitment to the
organization. Leadership training is also important. Many managers have never had to
lead under challenging circumstances and need proper guidance on how to coach,
motivate and reward their employees, particularly during a period of change. Leaders
must engage and empower employees to stay focused and develop innovative solutions.
The bottom line here rests on the employer. n order to make sure their employers are
motivated and happy, the upper management has to do their part to ensure their
employees are happy and satisfied with their job.













What factors are ||ke|y to contr|bute to |ntr|ns|c mot|vat|on at SAS?

ntrinsic is a self motivation that comes from inside one person rather than any material or
rank rewards such as money and grades. The motivation comes from the enjoyment,
excitement, and pleasure an individual gets from the task itself or from the feeling of
satisfaction in completing or even doing the task.

Employees who are intrinsically motivated; as the case from the study, we can say that
each employee from SAS institute feels they are needed because each of them plays an
important role in the development of the company. As from the article; SAS managers
believe employees should be interested and involved in the work they are doing and feel
they are making meaningful contributions. Managers recognize that employees are SAS's
most valuable asset and that to ensure sustained motivation over time. The company also
take care of the employees' families, two low cost on-site child care facilities, a summer
camp, and three subsidized high chairs so that employees can eat lunch with their
children. Their employees and families can walk or jog around the campus's scenic trails
or picnic on the ground themselves. There are unlimited sick days and the managers'
gives the freedom to the employees to determine their own work schedule.

The encouragement and opportunity given by the managers for the employees to be
creative yet experience the thrill of developing successful of new products. SAS also
encourages its employees to change jobs within the company for example; getting
additional training if needed) so they continue to be interested in their work and don't
grow bored with what they are doing. This shows that the managers will ensure
employees' productivity particularly, if they have assumed new responsibilities due to
restructuring. Continuous learning is one of the best employee motivators.

During unsettled times, employees take on additional responsibilities. t's important for
managers to recognize these increased efforts with a simple "thank you" or "great job."
These meaningful words acknowledge effort, build loyalty and encourage people to work
even harder.


What factors are ||ke|y to contr|bute to extr|ns|c mot|vat|on at SAS?

Extrinsic motivation refers to motivation that comes from outside an individual. The
motivating factors are external, rewards such as money or grades. These rewards
provide satisfaction and pleasure that the task itself may not provide.Extrinsic motivation
does not mean, however, that a person will not get any pleasure from working on or
completing a task. t just means that the pleasure they anticipate from some external
reward will continue to be a motivator even when the task to be done holds little or no
interest.
An extrinsically motivated person will work on a task even when they have little interest in
it because of the anticipated satisfaction they will get from some reward. The rewards can
be something as minor as a smiley face to something major like fame or fortune. For
example, manager at SAS institute are also concerned with fairly and equitably rewarding
employees for a job well done. The company pay the employee wages and gives them
bonuses according to their level performance and the company also emphasizes fair
treatment in numerous ways; by providing each employee a private office. So, this will
encourage them to work even harder for the company.
Just awarding employees with gold stars or designating an employee of the month does
not matter to the average worker if it does not come with a greater chance for promotion
or bonus. Concern for the environment, this may be one of the extrinsic factors that can
lead the success of SAS company. Employees should able to perform whether going
above and beyond their job requirements and getting an improvement in their lives. From
the case study, SAS institute very proud with their very attractive work environment.
Make sure employees learn that good work will be duly rewarded. Employees will toil
harder if this is understood. Be careful they don't come to expect rewards just for
completing the basic requirements of their jobs. With that in mind, you must only reward
truly deserving actions.

now m|ght SAS's |ong term focus affect emp|oyee mot|vat|on?

n long term focus, as in the case study we can conclude that, these might be the thing
that affects the employees' motivation:-

O Understand that each empIoyees is motivated differentIy yet basic stiII the
same
We often apply the same motivational programs, ideas and processes across the board
to the people that work for us. Managers need to understand that we all have different
motivational profiles. By tapping into the individual needs of our employees we can
maximize the effectiveness of our work.

O ork with peopIe to set specific, achievabIe goaIs
Employees are highly motivated to achieve goals that they have. Managers need to
make sure that goals are clear, focused on, and that employees believe that the goals
can be achieved. Long term goals should have shorter term milestones that employees
can achieve along the way.

O !roviding chaIIenge and variety in the work pIace
Employees need to be challenged or learning new things in their job. n SAS case,
managers encourage and provide opportunity to their employees to expand beyond their
areas of expertise. Job sharing, job rotations, special projects, strategic offsite, or even
including employees in on key decisions can have a significant and positive impact on
long term motivation.

O :iIding reIationships between managers and empIoyees
Managers in SAS situation, see the benefit of casual conversation, birthday celebrations,
team sports leagues, team building events, or after hour get together. They will spend
their time with their employees because they (managers) believe they share the same
goals and have a clearer mind on organisation goals. Again, the long term impact of
developing meaningful relationships with people at work can drive increased motivation.
However, they can contribute to a more positive work environment and create
opportunities for team members to bond.

O Recognize sincereIy and in a timeIy manner
As managers, they should recognize their employees and their potential with their work in
daily basis. Managers have to be sensitive and alert towards these development of each
employees. Employees need more positive reinforcement that is both sincere and
timely. As a manager, we need to search for things that our employees are doing and
recognize them right away.
So, as conclusion we understand that these applied, so that employees in SAS institute
exert high level of effort and are persistent in their efforts to develop and provide SAS's
high quality software solutions for software.

Reference Iist

O Birdman, H.(2010),http://www.ehow.com/how_7543701_motivate-employees-
through-extrinsic-motivation.html[Accessed date:20th November 2011]

O Durkin D. M.(2010),http://www.forbes.com/2010/09/16/employees-motivation-
business-forbes-woman-leadership-communication_2.html[Accessed date:20th
November 2011]

O Heathfield,S.M.
(2011),http://humanresources.about.com/od/rewardrecognition/a/needs_work.htm
[Accessed date:20th November 2011]

O University of Greenwich (2011), humanist approaches to organisational
management, managing organisations.