How SAS Institute Invests in Employees

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Table of Contents

SAS’s Art of Employee Management Based on the P-O-L-C Framework
The Benefits Vary from One Country to Country
Ways of Creating a Positive Work Attitude
The Risks Associated with Giving Workplace Surveys
Effective Strategies
References

SAS’s Art of Employee Management Based on the P-O-L-C Framework

The SAS Institute’s employee management system is based on the four main principles of management: planning, organizing, leading and controlling. Planning involves setting goals and objectives and determining the strategies and tactics to reach those goals (Andrade, 2020). Organizing consists of the creation of an organizational structure, assigning tasks and roles, and allocating resources. Leading involves motivating and inspiring employees to achieve their goals. Controlling involves monitoring performance and providing feedback to ensure that goals are met (Andrade, 2020). Therefore, the model enables the SAS Institute to effectively manage their employees and ensure they work towards their goals.

Planning

SAS’s art of employee management involves planning that puts employees and the company at the core of their strategy. SAS focuses on ensuring its employees are well taken care of while still achieving the desired objectives (Delapenha et al., 2020). This involves creating a comprehensive plan to ensure the success of the company. With the right strategy, SAS has created an environment that is supportive and motivating for employees to achieve the desired goals. This type of planning recognizes employees’ importance to the company’s success, providing them with the necessary resources to succeed and grow.

Organizing

SAS focuses on organizing workflows and tasks to maximize productivity and efficiency. It involves setting clear roles and responsibilities, creating a chain of command, and establishing measurable goals and objectives. SAS emphasizes team collaboration, communication, and feedback to ensure everyone is on the same page (Delapenha et al., 2020). The company encourages team-building activities, flexible scheduling, and regular meetings to assess progress and identify areas for improvement. SAS actively develops its employees, offering training and development opportunities to help them grow and reach their fullest potential.

Leading

SAS focuses on leadership that emphasizes both respect and trust. Leaders at the company recognize that employees are its most valuable asset and create an environment that fosters communication and collaboration (Delapenha et al., 2020). They take the time to build relationships with their followers, learning about their strengths and weaknesses and creating opportunities for each person to reach their full potential. Leaders motivate and inspire their employees by providing meaningful feedback, setting clear goals and expectations, and rewarding hard work with recognition.

Controlling

SAS controls the behavior of employees to ensure their effectiveness and productivity. This involves setting clear expectations and objectives for employees, setting clear boundaries and rules that must be adhered to, and monitoring and assessing performance. SAS encourages communication and collaboration between employees and management (Delapenha et al., 2020). This helps ensure that employees understand their roles and responsibilities and that any conflicts that arise can be quickly resolved. SAS uses rewards systems to recognize and encourage good performance and provides opportunities for employees to gain new skills and develop professionally.

The Benefits Vary from One Country to Country

The benefits offered and the strategy used to improve employee satisfaction vary from country to country. This is because different countries have different labor laws, cultural norms, economic conditions, and other factors influencing what employees are offered and how they are managed (Mira et al., 2019). Each country may have different laws and regulations that dictate what benefits employers can offer and how they can manage their employees. Additionally, different countries may have different cultural norms that dictate how employers should interact with their employees. Thus, SAS needs to tailor its approach to each country to meet its employees’ needs.

Ways of Creating a Positive Work Attitude

A company can create positive work attitudes in various ways besides providing benefits. One approach is creating an environment of open communication between management and employees (Mira et al., 2019). This can be accomplished by having regular feedback sessions, setting up a suggestion box, or allowing employees to participate in decision-making. Additionally, providing employees with opportunities for career growth and development can create an atmosphere of respect, trust, and appreciation. Companies can reward employees for accomplishments and recognize their efforts. It can be attained through monetary rewards, gifts, or public recognition. Thus, there are numerous strategies a company can use to create a positive working atmosphere beyond providing benefits.

The Risks Associated with Giving Workplace Surveys

Risk in the workplace surveys refers to the process of assessing and monitoring potential hazards and risks present in a workplace. They involve asking employees questions to understand the current risks and identify any additional risks that may arise. This helps employers understand their workplace’s safety and health issues and develop strategies to reduce or eliminate any risks. By understanding the risks, workplaces can become safer, healthier environments for all employees. Based on this, the following are the risks associated with workplace surveys:

Loss of employee trust: Employees may not trust the company to keep survey responses anonymous and confidential, which could lead to a decrease in the number of honest responses. Employees may be reluctant to offer honest feedback in surveys due to fear of repercussions or retribution. This could lead to an inaccurate picture of the company’s strengths and weaknesses.
Unintended consequences: Survey results may be misinterpreted or misused, leading to unintended consequences such as decreased morale or negative publicity. With this outcome, an organization may experience reduced employee performance, which adversely impacts its productivity.
Inaccurate results: The results may not accurately reflect employee opinions or experiences without proper survey design and implementation. This shows that the company is likely to act on wrong information, which will adversely impact its productivity.
Legal liability: If the survey asks inappropriate questions or contains inaccurate information, the company may be liable for any damages that arise. There is a likelihood of the organization facing lawsuits from displeased employees.
Time wastage: The surveys can take a significant amount of time, potentially taking away from employees’ work time. There is a possibility that the company’s performance will reduce since most of the time will be directed toward completing the survey.

Effective Strategies

There are several strategies that can be used to create a balanced work and home life. The first one is to set boundaries, which means setting specific times for when one will be working and when to be with the family or participating in leisure activities. It is important to ensure that an individual take regular breaks throughout the day and get enough rest and sleep. The second strategy is setting priorities and focusing on the most important tasks can help to ensure that an individual is working efficiently and that they have time for other activities. Thirdly, it is crucial for one to ask for help and support when needed. Thus, having a good support system can make balancing work and home life much easier.

Starting a new career can be a challenge to create a balanced work and home life. It can be difficult to manage the demands of a new job while also trying to establish a good work-life balance. This is especially true if the new career requires much time and energy and if an individual is trying to balance family and other commitments at the same time. It can take time to adjust to the new demands of the job and to figure out a schedule that works. However, with some effort and planning, it is possible to create a balanced work and home life when starting a new career.

References

Andrade, M. S. (2020). Cross-cutting skills: Strategies for teaching & learning. Higher Education Pedagogies, 5(1), 165-181. Web.

Delapenha, C. J., Espinosa, C., Fabre, J., Lemon, P. F., Gibson, N., & Mujtaba, B. G. (2020). The SAS institute’s human resources practice diversity and inclusion. Journal of Human Resource and Sustainability Studies, 8(3), 249. Web.

Mira, M., Choong, Y., & Thim, C. (2019). The effect of HRM practices and employees’ job satisfaction on employee performance. Management Science Letters, 9(6), 771-786. Web.

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