Week 7 Extra Credit: Watch This Fantastic Video About S ✓ Solved
Week 7 Extra Creditplease Watch This Fantastic Video About Sas A North
Please watch this fantastic video about SAS, a North Carolina company that has created a strong and positive "organizational culture" or the "way they do business within the company." Let me know what you think about the many benefits this company offers to its employees. By the way, this is a private or for-profit company, meaning this is not a publicly traded company.
Review the 2014 CIRP Freshman Survey located at .
List two to three (2-3) responses you would include if you were to rewrite the responses to question #41 based on an adult student population.
Sample Paper For Above instruction
Analysis of SAS's Organizational Culture and Its Benefits
SAS Institute, a private technology company based in North Carolina, is renowned for its exceptional organizational culture. The company emphasizes employee well-being, professional development, and a collaborative work environment, which collectively contribute to its high productivity and employee satisfaction. These factors illustrate how a positive organizational culture can serve as a strategic asset, attracting and retaining top talent in a competitive industry.
The Organizational Culture at SAS
SAS’s organizational culture is rooted in core values such as innovation, integrity, and respect for individuals. The company fosters an environment of trust and inclusivity, encouraging employees to be creative and autonomous in their roles. Such a culture minimizes hierarchical barriers and promotes open communication, which leads to increased job satisfaction and loyalty. The company’s management actively promotes work-life balance by providing flexible work arrangements, on-site amenities like fitness centers, and extensive health benefits.
Benefits Offered to Employees
The benefits SAS offers include comprehensive health insurance, generous paid time off, and continuous learning opportunities through in-house training and conferences. The company’s supportive environment often translates into lower turnover rates and higher employee engagement. Additionally, SAS’s commitment to fostering an inclusive culture has earned it recognition as one of the best workplaces in the United States, further demonstrating the tangible benefits of its organizational approach.
Implications for Organizational Success
The positive work environment at SAS contributes directly to its business success. Employees are motivated, productive, and committed, which results in higher quality products and services for clients. The company’s emphasis on employee development also ensures a steady pipeline of skilled professionals capable of adapting to technological changes, making SAS a leader in its industry.
Relevance to Adult Student Population
Transitioning these benefits and cultural elements to an adult student population involves understanding their specific needs and challenges. Adult learners often balance education with work and family responsibilities, making flexible and supportive learning environments essential. Effective strategies include offering flexible class schedules, providing resources for career advancement, and creating a community that values lifelong learning.
Responses to Question #41 for Adult Students
If I were to rewrite the responses to question #41 based on an adult student population, I would emphasize the importance of flexible scheduling options to accommodate work and family commitments. I would also highlight the value of access to career development resources, such as internships or skill-building workshops, which can directly impact their professional growth. Additionally, fostering a supportive community through mentorship programs and peer networks would be essential in promoting engagement and persistence among adult learners.
References
- Christensen, C. M., Anthony, S. D., & Roth, K. (2014). The Innovator’s DNA: Mastering the Five Skills of Disruptive Innovators. Harvard Business Review Press.
- Gallup. (2020). State of the American Workplace. Gallup Report.
- Harter, J. K., Schmidt, F. L., & Hayes, T. L. (2002). Business-unit-level relationship between employee satisfaction, employee engagement, and business outcomes: A meta-analysis. Journal of Applied Psychology, 87(2), 268-279.
- Kim, W. C., & Mauborgne, R. (2004). Blue Ocean Strategy. Harvard Business Review, 82(10), 76-84.
- Maslow, A. H. (1943). A theory of human motivation. Psychological Review, 50(4), 370-396.
- Pink, D. H. (2009). Drive: The Surprising Truth About What Motivates Us. Riverhead Books.
- Robinson, K. (2006). Do Schools Kill Creativity? TED Talk.
- Schwartz, B. (2004). The Paradox of Choice: Why More Is Less. Harper Perennial.
- Talbot, D. (2014). The Business Benefits of Employee Engagement. Harvard Business Review.
- Warr, P. (2002). The Psychology of Employee Engagement. Human Resource Management Review, 12(4), 587-599.