...Motivating Employee Case Study MGT 312 Organizational Behavior July 23 2015 Prof. Gabriel Medina-Medina Motivating Employee Case Study SAS is a software company who have been placed in the 100 Best Companies to Work for in America. The main reason for this is that they have a highly motivated workforce. Thanks to this, the turnover is only 2 percent which saves from $60M to $80M every year in expenses related to turnover ("SAS Institute", N.D.). When we see this enterprise which cares for its employees, we wonder how so many other companies failed in understanding the basic of human care and loyalty. Who couldn’t be loyal to a company who pays 100% of the employee’s medical bills and 80% in specialist? As well, it has unlimited days of sick leave. It has been proven that by spending 4.5million dollars on medical bills, the company saves another 5 million is productivity lost. When they think of a way to allow a benefit for employees they use this three criteria: will it benefit the company culture? Will it work for a significant number of employees? And will it save money to the company? It is surely a model to follow. Every year they have a summer camp for the employee’s kids and since it is on site, the employees may as well have lunch with them. As well, the employees may run, exercise or have picnics on the grounds. Normally they have child care for a third of the normal cost, gym and an Olympic size pool. Other services which permit an almost on site...
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...Motivating Employees Case Study MGT/312 June 22, 2015 Gregory Lucht Motivating Employees Case Study How Does SAS motivate its employees? The SAS Institute has long since set the standards for the ideal workplace. Focusing on both intrinsic and extrinsic motivational methods, SAS strives to ensure its employees to enjoy what they do and continue to stay interested in their work. SAS also encourages their employees to switch occasional areas of expertise, gaining additional training if it is required. Using this approach, SAS keeps their employees from getting bored and losing interest in their job. SAS encourages their employees to be creative and to experience the thrill of developing successful products. They offer their employees great pay and bonuses linked to their work performance. SAS emphasizes on their fair treatment to all of their employees with their private office. SAS believes that managers should treat their employees the way the manager wants to be treated themselves. Also, "The SAS Institute also cares about its employees and their families' well-being both on and off the job."(George, Jones 2012) At its headquarters in Cary, North Carolina, SAS Institute also offers employees and their families 200 acres of luxuries activities. As well as low-cost on-site childcare, summer camp, healthcare, putting green, Olympic-size swimming pool, and recreational benefits. Employees have access to all kinds of services ranging from book exchange, dry cleaning...
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...Motivating Employees Case Study Alexandra Wallace MGT/312 January 12, 2015 Motivating Employees Case Study In order to be productive at work or at home an individual must be motivated to complete their task. There are two main forms of motivation, intrinsic and extrinsic. Intrinsic motivation is the desire to do the task right out of the satisfaction of a job well done without any ‘rewards’. Extrinsic motivation comes from external sources such as incentives programs. Both can be equally effective in the right situation. SAS Institute has gained a high reputation for their ability to motivate its employees with a balance of intrinsic and extrinsic motivation. How Does SAS motivate its employees? The SAS Institute has long since set the standards for the ideal workplace. Focusing on both intrinsic and extrinsic motivational methods, SAS strives to ensure its employees enjoy what do and continue to stay interested in their work. SAS also encourages their employees to occasionally switch areas of expertise, gaining additional training if it is required. Using this approach, SAS keeps their employees from getting bored and losing interest in their job. In addition, “The SAS Institute also cares about its employees and their families’ well-being both on and off the job.”(George, Jones 2012) At its headquarters in Cary, North Carolina, SAS Institute also offers employees and their families 200 acres of luxuries activities as well as on-site childcare, healthcare and many...
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...Motivating Employees Case Study Ramon Underwood MGT/312 May 18th , 2015 Nora Navarrete Motivating Employees Case Study Motivating employees can lead to a company having a higher success in any organization. This type of motivation can be categorized into two categories. Intrinsically motivated and extrinsically motivated people. Employees can be one or the other or even both, neither of these define employees as good or bad it simply defines them on the levels of working motivation they have. Intrinsically motivated employees perform work and tasks simply because that's what they like to do and that alone keeps them motivated. They strive to improve themselves and that's what makes them happy. Extrinsically motivated employees only seek out work that they can benefit from one way or another. Showing up just to collect a paycheck or abuse the generosities the company offers are some examples. The SAS organization does a great job keeping their employees motivated and ready to work. There are several factors they may lead to both intrinsically and extrinsically motivated employees at the SAS organization and some that may also lead to long-term motivated employees. How does SAS motivate employees Motivation is term that explains people's behavior and what drives them. Peoples actions, needs and desires play a big part on the way people get motivated to do things that will benefit them in return. The well known software development called SAS devotes allot...
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...According to Maslow's hierarchy, which basic needs did Shank's old boss fail to meet? Explain why the needs have not been met. What could be done to meet these missing needs? Maslow’s hierarchy suggests that human needs can be classified into five categories and that these categories can be arranged in a hierarchy of importance (Griffin, 2013, 2011). This means that an employee isn’t always just satisfied with salary, locations of job, hours of the job or benefits that the job provides, but that they might also need also need challenging job opportunities to experience self-growth and satisfaction (Griffin, 2013, 2011). In Shank’s situation, her last job lacked motivation. She explains that her old boss never valued her work because she could be replaced so there was no connection in where she was spending the majority of her time during the day. This means that the pay could have been awesome but since she didn’t have a connection with the people she worked with or the company, she probably dreaded going to work everyday. Use the Expectancy Theory and/or the Equity Theory of motivation to explain how feeling underpaid might affect the work of a Flight 001 associate and what a manager can do to increase the employee's motivation. Expectancy theory suggests that motivation depends on two things—how much we want something and how likely we think we are to get it (Griffin, 2013, 2011). Expectancy Theory assumes that behavior is determined by a combination of forces...
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...Keeping employees motivated has never been as significant as during the current economic we live in today. Motivation is what energizes, maintains, and controls behavior. As such, it is clear why it plays an imperative role in the workplace. With over 11,000 employees, SAS Institute has been named Fortune Magazine Best Company in America to work for (“Closing Case Motivating Employees at the SAS Institute”).. Bringing in approximately $2.3 Billion in revenue, SAS Institute is the biggest privately owned software company in the world (“Closing Case Motivating Employees at the SAS Institute”). In this case study, we will take a look at, how does SAS Institute motivate its employees? What factors are likely to contribute to intrinsic and extrinsic motivation? And lastly, how might SAS long term focus affect employee motivation. How Does SAS Motivate its Employees? SAS Institute plays a big part in motivating its employees. It has always been their top priority to make sure that, their employees enjoy coming to their workplace each and every day. Even more so, motivated to do a good job on their work, that they are given. At SAS Institute managers want employees to feel that the contribution, which they are making is important to the company, and that the company appreciates the work they are providing to them. SAS believes in keeping business inside the company (“Closing Case Motivating Employees at the SAS Institute”).. For this reason, they would rather have employees develop...
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...i want to copy or paste my documents by which i can get my own case solve....................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................1. Why is it important to focus on motivating employees who survive a layoff? Most companies focus on layoff processes, but they should take more in consideration the layoff survivors who in fact experience more anxiety and tension. After the layoff, the survivors are the ones who “suffer” more. Their workload becomes heavy and as a result their stress levels are increased. It is important to focus on motivating the employees who survive a layoff because after that, they feel a lack of security on their job, due to the fact they don’t know when it will be their turn. Motivating surviving people reduces the negative feeling they experience during this layoff event, and the negative consequences. This is what company should do, if it wants to develop the organization during...
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...Motivating Employees Case Study Natalie Steinsholt MGT/312 August 3rd 2015 Homero Martinez Motivating Employees Case Study The SAS Institute which is a privately owned company has been known for the ways it treats its employees. With a great reputation and showing 13 years in a row the company has been cited in Fortune magazine as one of the “100s Best Companies to Work for in America”. In 2009 the turnover rate was 2 percent with 10 years if tenure for the average employee showing that this company is known for the longevity of their employees. With the ability to attract, motivate and keep the most talented people out there, it makes one think how this company does it. The goal of the institute is to make sure that their employees enjoy what they do and are motivated by their work both internally and externally and what the company gives back to them. Case Study Questions With a company so popular to work for there are many ways they go about motivating their employees. All the managers believe that employees should enjoy what they are doing and that their contributions make a major impact on the company. One of the first system established is developing products in house. The institute believe that employees are more motivated by developing products internally which keeps things creative. Another system is allowing employees to change jobs within the company, even if it requires more training. By allowing employees to move from one job to another it allows for employees...
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...ASSESSMENT OF EMPLOYEE MOTIVATION ON ORGANISATION PERFORMANCE (A CASE STUDY OF CASE STUDY OF COCACOLA KWANZA COMPANY DAR ES SALAAM TANZANIA) BY OMARI RAHA SHEDRACK A Research Proposal Submitted in Partial Fulfillment of the Requirement for the Degree of Bachelor of Human resources Management of Tumaini University Makumira-Dar es salaam College. 2015 IMPACT ASSESSMENT OF EMPLOYEE MOTIVATION ON ORGANISATION PERFORMANCE: (A CASE STUDY OF CASE STUDY OF COCACOLA KWANZA COMPANY DAR ES SALAAM TANZANIA) BY OMARI RAHA SHEDRACK Supervisor: Dr. J. Mwita A Research Proposal Submitted in Partial Fulfillment of the Requirement for the Degree of Bachelor of Human resources Management of Tumaini University Makumira-Dar es salaam College. 2015 ABSTRACT The study aims at assessing the impact of employee motivation on organization performance so as to help the organization know the contribution of motivation to them. This study will be carried out at Coca-Cola Kwanza Company limited at Dar es Salaam Tanzania. The study have the objectives of assessing various motivational packages for the staff of Coca cola Company Limited, to determine which of these motivational packages influence staff performance at Coca Cola Kwanza Company Limited, to assess the effect of motivational packages on corporate performance at Coca Cola kwanza Company limited, and to examine the motivation strategies of motivating employees The study is expected to help employers to determine whether motivation...
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...1.0 - Introduction The purpose of this report is to discuss the issue of employee motivation and rewards, and recommend how a company can successfully motivate its employees and achieve high performance levels similar to Google Australia. Diverse methods/techniques and reward programs are used for successful employee motivation and the effectiveness of these are examined in this report. This report examines the two main arguments comprising extrinsic and intrinsic methods regarding effective employee motivation and job satisfaction and correlating it with high levels of work performance from employees. The arguments of extrinsic rewards for work achieving higher levels of motivation are stated by Victor H. Vroom’s Expectancy theory (1964). It is and also reinforced by Frederick Winslow Taylor Theory which claims employees are primarily motivated by pay. This is contrary to that of Frederick Herzberg’s Two-factor theory (also known as Motivator-Hygiene Theory) , which argues that intrinsic factors such as recognition increase motivation and job satisfaction, against that of extrinsic factors. Therefore in this report it is imperative to identify the most effective scheme in which employees achieve high levels of motivation and performance on a long term and consistent basis for a company. 2.0 - Problem Identification Google Australia Management has been able to effectively achieve success with their unique rewards scheme and sociable work environment. However a potential problem...
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...Motivation in today's workplace: the link to performance. ABSTRACT In today's hyper-competitive marketplace, understanding what fosters and forwards employee motivation--and, thus, organizational performance--is critical. Based on theories, studies, best practices, case studies and resources about motivation, this solutions-focused research article presents valuable information for the senior HR leader seeking competitive advantage. ********** Introduction In today's marketplace, where companies seek a competitive edge, motivation is key for talent retention and performance. No matter the economic environment, the goal is to create a workplace that is engaging and motivating, where employees want to stay, grow and contribute their knowledge, experience and expertise. Motivation is generally defined as the psychological forces that determine the direction of a person's level of effort, as well as a person's persistence in the face of obstacles. The direction of a person's behavior refers to the many possible actions that a person could engage in, while persistence refers to whether, when faced with roadblocks and obstacles, an individual keeps trying or gives up. (1) The responsibility for motivation is three-fold: it falls on the senior leadership, the direct manager and the employee. Numerous factors are involved, from trust, engagement and values (individual and organizational) to job satisfaction, achievement, acknowledgement and rewards. Motivation...
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...Case Study 2 – “The Case of the Unpopular Pay Plan” “The Case of the Unpopular Pay Plan” discusses how the company Top Chemical decides that they need to change their current pay plan to more closely resemble their quality control program. Currently their pay plan is set up where employees receive raises based on seniority. The senior management would like to change the pay plan to complement the quality program. In the quality program employees are on teams. The proposed pay plan would reward employees whose teams were making beneficial contributions towards quality, profitability, and new ideas to increase speed, unit cost, and improvements. Some of the top management disagrees with the new pay plan claiming that having to rely on other groups within the company to get a pay raise is unfair and beyond their control. While others agree that each employee’s pay should be a reflection of how well the company is doing as a whole. Some commentators had the following perspectives about this pay plan: Maggie Coil, vice president of compensation of Motorola, thinks that the employees of Top Chemical should have some input on if and how to change the pay plan since they are the majority that will be affected and by allowing them to be part of the process of designing and implementing the pay plan, it will make it more accepted. Donald Berwick, associate professor at the Harvard Medical School and Harvard School of Public Health in Boston, thought the new pay plan is moving...
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...Motivation Is Staff Motivation part of the Organisational Culture at Queen’s Sport? Do management of Queen’s Sport understand the factors which motivate their employees? By Frank McCusker January 2012 Table of Contents 1. Introduction and Literature Review 1. Introduction 2. Literature Review 2. Research into Staff Motivation at Queen’s Sport 1. Is there a culture of staff motivation within Queen’s Sport management? 2. Do employees recognise the importance staff motivation and do they believe there is a culture of staff motivation at Queen’s Sport? 3. What motivates Queen’s Sport employees to work? 4. Do management recognise the key motivating factors affecting their staff? 3. Results and Linked Theory 4. Conclusions 5. Bibliography 6. Appendices 1. Introduction and Literature Review 1.1 Introduction Ensuring staff are motivated is a fundamental objective of any organisation, and should be firmly cemented within the management culture of that organisation. Wiley (1997) points out that in order to improve productivity employers must understand what it is that motivates their employees. In today’s challenging economic climate organisations more than ever are being asked to perform to a high level whilst shackled by budgetary restraints....
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...Table of Contents Introduction: 1 Research Aim: 2 Research Objectives: 3 Research Questions: 3 Literature Review: 4 The Methodology: 6 Design of Research 6 Research Philosophy: 7 Research Approach: 7 Data Collection: 7 Sampling 8 Data analysis 8 Ethical concerns: 8 Limitation of the Study: 9 Timetable through Gantt chart: 9 Accessibility issues: 10 Strength of anticipated findings and how they relate to aims and objectives of study: 10 Part-B Title: Employee motivation and its impact on employee performance, a case of Tesco, UK Introduction: Employee motivation is demarcated as the inclination or exertion applied by the worker in demand to accomplish objectives of the association and this occurrence of motivation is widespread and outcomes because of some disappointed requirements of the worker. (Armstrong, 2009) The elementary motivation procedure has four phases; a single has assured fondness and fascinations and hatreds that he/she desires to accomplish. When these requirements and yearnings are not pleased, a determination or motivation is shaped in that individual to attain that aim. Motivating the employees is thoroughly connected to the customer’s contentment and retention. If the worker is not motivated in workplace and is not pleased to the job that he/she is executing then he will not be capable to aid the consumer with packed commitment and decency. Consumer’s satisfaction is heavily reliant on consumer facilities...
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...competition expand, leaving them with questions about where they currently stand as an organization and if their motivating factors have dwindled. We may not know immediately what is causing the apparent downturn but we do know that in their early successful years, the dedication and commitment of the employees seemed to drive the organizations success. To help Listo Systems both measure and steer their motivational direction, we as a group have come up with the following theories and studies that could be applied to their organization. The Motivation-Hygiene Theory or Herzberg’s Theory When it comes to employee motivation, Frederick Herzberg is one of the most well known writers out there. He is famous for his two-factor theory, otherwise known as the motivation-hygiene theory. Herzberg recognized that there is one set of factors that leads to employee satisfaction at work and another that leads to dissatisfaction. Hygiene factors and dissatisfaction at work is a set of factors that mainly refer to working conditions. The key point about hygiene factors is that in their absence, particularly when they are suddenly removed, that causes dissatisfaction at work. Unlike hygiene factors that are there regardless of how hard employees work, motivation factors and satisfaction are only obtained by employees by the way they work. These factors motivate employees to work harder because their efforts have a direct connection to an outcome they feel is worth striving for. ...
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