Motivating Employees Case Study P
Motivating Employees Case Study
Penny Abate
MGT/312
07/06/2015
Kathy Maas
Motivating Employees Case Study
Managers at SAS recognize that employees are SAS’s most valuable asset; and if they keep their employees motivated and satisfied with a good work/life balance it will increase efficiency, quality, and productivity. In order to do this a company must utilize both intrinsic (internal or intangible rewards) and extrinsic (external or tangible rewards) motivations. Most people have a combination of both (Intrinsic Extrinsic Motivation: the Basics, 2015). At the SAS Institute , motivating employees has been a win-win situation. “Bev Brown, who works in external communications at SAS, sums it up this way “Some may think that because SAS is family friendly and has great benefits that we don’t work hard….But people do work hard here, because they’re motivated to take care of a company that takes care of them” (George & Jones, 2012).”
“The definition of intrinsic motivation means that people are motivated by rewards that are largely intangible or in other words comes from within a person and value is measured by outcomes that are sourced from within, rather than external factors. (Intrinsic Extrinsic Motivation: the Basics, 2015).” Managers at SAS want employees to feel satisfaction and enjoyment in the positions that they hold. In order to do this they must find ways to show employees that they are valued as individuals and are that they will be rewarded based on that their achievements. “SAS encourages employees to be creative and experience the thrill of developing successful new products. Moreover, SAS encourages its employees to change jobs within the company and to get additional training if needed, so they continue to be interested in their work and don’t grow bored with what they’re doing (George & Jones, 2012).”
Taking on a new position can enhance self-esteem and inspire a sense of challenge (Intrinsic Extrinsic Motivation: the Basics, 2015).
Penny Abate
MGT/312
07/06/2015
Kathy Maas
Motivating Employees Case Study
Managers at SAS recognize that employees are SAS’s most valuable asset; and if they keep their employees motivated and satisfied with a good work/life balance it will increase efficiency, quality, and productivity. In order to do this a company must utilize both intrinsic (internal or intangible rewards) and extrinsic (external or tangible rewards) motivations. Most people have a combination of both (Intrinsic Extrinsic Motivation: the Basics, 2015). At the SAS Institute , motivating employees has been a win-win situation. “Bev Brown, who works in external communications at SAS, sums it up this way “Some may think that because SAS is family friendly and has great benefits that we don’t work hard….But people do work hard here, because they’re motivated to take care of a company that takes care of them” (George & Jones, 2012).”
“The definition of intrinsic motivation means that people are motivated by rewards that are largely intangible or in other words comes from within a person and value is measured by outcomes that are sourced from within, rather than external factors. (Intrinsic Extrinsic Motivation: the Basics, 2015).” Managers at SAS want employees to feel satisfaction and enjoyment in the positions that they hold. In order to do this they must find ways to show employees that they are valued as individuals and are that they will be rewarded based on that their achievements. “SAS encourages employees to be creative and experience the thrill of developing successful new products. Moreover, SAS encourages its employees to change jobs within the company and to get additional training if needed, so they continue to be interested in their work and don’t grow bored with what they’re doing (George & Jones, 2012).”
Taking on a new position can enhance self-esteem and inspire a sense of challenge (Intrinsic Extrinsic Motivation: the Basics, 2015).