Factors That Have the Strongest Influence over Work Behaviors
Written Assignment Unit 2: Factors That Have the Strongest Influence over Work Behaviors
University of the People
Bus 1101 Principles of Business Management
Kurry Klingel, Instructor
February 10, 2021
Factors That Have the Strongest Influence over Work Behaviors
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Written Assignment Unit 2: Factors That Have the Strongest Influence over Work Behaviors
In the research from Burns (2017), SAS Institute Inc, is an American software company that
specializes in progressed and prescient analytics program applications, as well as commerce
insights and information visualization offerings. SAS has been positioned by the Great Place to
Work. With expanded request for candidates within the ever-expanding innovation industry,
competition remains furious to pull in and hold qualified ability (NC, 2019).
One of critical targets of the field of organizational behaviors is to acknowledge why
individuals carry on the way they do. There are four factors that have a strong influence over
work behaviors, which consists of job performance, organizational citizenship behaviors,
absenteeism and turnover. The SAS Institute has a major influence over these four factors.
Initially, job performance refers to the level to which a worker effectively fulfills the
components included within the work description (Carpenter et al., 2010). Occupation execution
at SAS offers freedom to all representatives to think about other energizing tasks. SAS motivates
the staff members by removing negative aspects from the work space, alongside providing
challenging tasks to create satisfaction. This workspace prevents obstacles such as unnecessary
meetings and rules to anticipate a stress free surrounding for the employees, which results in
positive work attitude. This is a valuable factor since the job performance of an employee will
increase in speed, quality, precision and the general adequacy of the individual at work.
Secondly, “organizational citizenship behaviors are voluntary behaviors employees
perform to help others and benefit the organization” (Carpenter et al., 2010). Such as aiding
another associate considering how the company works and giving any recommendations. This
practice adds a smooth activity of business. Usually, at the point when an organization execution
is diminishing, they would either reduce the workers or expenses. The SAS institute does not
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reduce an employee’s salary, leaving the workspace more untroubled, employees are at their
highest esteem. There is organizational justice and interpersonal relationships between
individuals, since SAS wouldn’t give up on the employees or reduce their salaries even at a
crisis. In 2009 the CEO of SAS was rewarded with employee loyalty (Crowley, 2013), this
leading to a successful outcome.
The next factor is absenteeism. This refers to unscheduled nonappearances from work.
Such nonattendances are expensive to organizations due to their flighty nature, influencing a
director’s capacity to control the association’s plan (Carpenter et al., 2010). Some reasons for
absenteeism could be back pains, migraines, stress and accidents. The SAS aims to eliminate all
negative work attitudes. For an instance, an employee could carry a contagious sickness, it is the
company’s responsibility to make sure there is proper medical treatment. SAS helps facilitate
healthy habits by providing free healthcare programs and help maintain a stress free atmosphere,
including extra activities such as swimming, tennis and basketball.
The final factor would be turnover, which denotes to an employee leaving the
organization. A turnover has destructive results, for example, helpless client supports and poor
company performance. Generally, any other company would have a higher turnover up to 20%,
whereas SAS has a turnover of 4% (Carpenter et al., 2010), since the employees are in a happier
mindset for work participating all the entertaining activities and facilities. The employees of the
SAS institute are satisfied.
Yes, I do agree with the policies in the course of this mechanism in SAS. In addition, I
believe it is a brilliant idea to create interest and liking towards a workspace. This shows that the
employees are valued, taken care of and respected allowing them to work with passion, creating
a successful business. Word count: 590
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References
Burns, E. (2017, January). SAS Institute Inc. Search Bussiness Analytics.
https://searchbusinessanalytics.techtarget.com/definition/SAS-Institute-Inc
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
NC, C. (2019, January 17). SAS named a Best Workplace in Technology. SAS.
https://www.sas.com/tr_tr/news/press-releases/2019/january/best-workplace-in-
technology.html
