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Sas Corporate Culture

607 Words3 Pages

SAS
SAS is the “leader in business analytics software and services;” the company interprets data into information so that businesses can apply it to improve operations and make decisions (About SAS, n.d.). SAS’s mission is to “deliver proven solutions that drive innovation and improve performance” (About SAS, n.d.). The company values “authenticity, accountability, curiosity, and passion” (About SAS, n.d.). Additionally, the company supports an encouraging and innovative corporate culture. In 2016, the company invested 26% of its revenue into research and development. The company contributes its success to the great people it hires to create software and services; the company has 14,032 employees worldwide (About SAS, n.d.). However, the business …show more content…

The company offers several benefits to its employees to ensure that they feel valued. At the 300-acre headquarter in Cary, North Carolina, the company provides childcare; an on-site health care center and pharmacy, and recreational and fitness centers. Additionally, there is a meditation garden, on-site haircuts, manicures, and jewelry repair (Lohr, 2009). The company offers health and life insurance, telecommuting, job sharing, compressed work weeks, an unlimited amount of paid sick days, and paid vacation and holidays (Burdette, 2015). Additionally, SAS motivates its employees with competitive pay, discretionary bonuses, profit sharing and 401(k)s, vendor discounts and services, and free snacks and subsidized meals (U.S. Employee, 2014). The company’s benefits method demonstrates to its employees that they matter and are individually valued, which, in turn, increases innovation, engagement, loyalty, productivity, and …show more content…

Dr. Goodnight, the founder and CEO of SAS, claims that by “ensuring workers respect the organization’s management, they will put forth their greatest commitment and contribution” (Crowley, 2013). Accordingly, SAS hires the Great Place to Work Institute to evaluate its leadership team annually. Employees are surveyed on the characteristics of trust that directly affect engagement, such as communication, respect, and being treated as a human being. To earn trust, the company gives its employees flexibility and freedom on the hours they work and use the campus’s services. Employees are encouraged, not forced, to work 35-hour weeks. Additionally, the employees are motivated to work hard and keep their job because their work has significant and inherent value. The company ensures that its workers take pride of ownership by understanding “what they produce will be used all over the world, by people all over the world” and will make a difference (Crowley,

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