BUS 1101 Written Assignment Unit 2
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University of the People
BUS 1101 - Principles of Business Management
Written Assignment Unit 2
Read the mini-case study in section 2.1. “Case in Point: SAS Institute Invests in Employees.” The study generally discusses the approach of a major software company to its employees. Then, consider the “Factors That Have the Strongest Influence over Work Behaviors” from figure 2.15. Describe how each of the four factors is managed by SAS. Do you agree or disagree with the firm’s approach and policies? Why or why not?
NOTE:
Additional reading can be found at How SAS became the world's best place to work.
Prepare a two-page (double-spaced) essay. Cite references, using APA format, for any material that you use in preparing the essay.
Papers will be assessed using the following criteria:
Describes each of the four factors clearly and correctly.
Provides an example of how each of the four factors is managed.
Clearly states a position of whether they agree or not with the policies.
Writing is clear. Used appropriate grammar and writing to express ideas. References (if used) were cited properly.
Paper is 500-600 words in length, not including the title and reference pages.
All sources are identified in the paper and listed at the end.
Reference
Crowley, M. C. (2013, January 22). How SAS became the world's best place to work
. Fast Company. http://www.fastcompany.com/3004953/how-sas-became-worlds-best-place-work
This report expresses my perspective on the assigned topic. I encourage you to consider the information presented as factual, and not borrowed from other minds.
Value People (Crowley, 2013). Employees at any level of the company can feel humbled and valued when a high amount of appreciation is given to them. This may not happen every day— and it might not even happen in some companies— but each employee should know they are appreciated equally along with all other employees. People at the bottom of a position are especially vulnerable to feeling unnoticed. This can lead to morale issues, low work ethics, and lack
of productivity. Many people have a difficult time believing they're important in their chosen profession.
Munificence Generosity (Crowley, 2013). For my business, I have adopted the 5 Gs philosophy: Giving Gifts Gets Greater Growth. This is my personal belief and business motto. People love free stuff. They love it so much that they’ll even praise their work for making the company grow. Giving
people trinkets, company picnics or team-building events is a great way to make them feel special and boost morale. Giving out free stuff with the company logo makes people feel good about their
employer and boosts the company’s bottom line.
Trust (Crowley, 2013). Purge employees who fail to meet goals set by their employers. This is because they are accountable to no one and can’t be trusted to deliver results. It’s important to have employees understand that you believe in them when you don’t. That is why it is critical to hold performance reviews every year or every two years. Employees that perform high-quality work can be rewarded with a raise. Employees you shouldn’t trust can be used as an example of why you should fire them. Employees must prove they can be the best employees to earn more trust in loyalty from their employers. Self-competent Significance (Crowley, 2013). Each employee should understand what their daily job requirements are and how to perform them at a high level of quality. Then, employees must realize that they’ll be known for a job well done if they meet these expectations. Giving employees
incentives to work hard and prove their competence can lead to a great pride and bragging about their accomplishments. This can be done through certificates, awards, or other job accolades. When they are named employee or performer of the month in a company newsletter, people are eager to flaunt their accomplishments. People are enthralled with their repetitive jobs when this system motivates them through competition.
I agree with the methods used to create this incentive — they’re effective at inspiring workers to love their jobs.
References
Carpenter, M., Bauer, T., & Erdogan, B. (2010). Management Principles, v. 1.1. https://2012books.lardbucket.org/books/management-principles-v1.1/index.html
.
Crowley, M. C. (2013, January 22). How SAS became the world's best place to work. Fast Company.
http://www.fastcompany.com/3004953/how-sas-became-worlds-best-place-work
. Gregg Learning. (2018, November 1). Key work related attitudes [Video]. YouTube. 2MinutePsychology. (2013, September 16). The big five personality model [Video]. YouTube. University of the People. (2019). https://my.uopeople.edu/mod/book/view.php?
id=209883&chapterid=233264
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