SAS Inc.: Working the Good Life

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Case Details:
Case Code : HROB134
Case Length : 26 pages
Period : 2001-2010
Pub Date : 2010
Teaching Note :Not Available
Organization : SAS Inc.
Industry : Information Technology
Countries : US; Global

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This case study was compiled from published sources, and is intended to be used as a basis for class discussion. It is not intended to illustrate either effective or ineffective handling of a management situation. Nor is it a primary information source.

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"Working for a company that offers outstanding benefits are great, but it goes beyond that… Employees go that extra mile because SAS gives them the responsibility and accountability to perform their jobs. SAS believes that maintaining a work/life balance carries over to long-term customer relationships."¹

- Suzanne Gordon, Vice President and Chief Information Officer, SAS, Inc., in July 2008.

Happy, Healthy Employees for Organizational Health

In January 2010, SAS Inc. (SAS) the world's largest private organization offering business analytics software, ranked topmost in Fortune magazine's² "100 Best Companies to Work For" annual survey (Refer to Exhibit I for Top Ten companies). SAS had secured a place on the list consistently for 13 years. It had been ranked seven times among the top ten and five times among the top five³ based on the survey conducted by Fortune in collaboration with Great Place to Work Institute⁴ (GPWI). Jim Davis (Davis), Senior Vice President and Chief Marketing Officer for SAS, said, "We're honored to receive this award and this recognition of our commitment to our employees, and by extension, our customers."⁵

Human Resource and Organization Behavior | Case Study in Management, Operations, Strategies, Human Resource and Organization Behavior, Case Studies

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1] "SAS among Top Five Companies to Work for in IT," www.sas.com, July 2, 2008.
2] Founded by Henry Luce in 1930, Fortune is a US-based global business magazine published bi-weekly by Time Inc.
3] The ranking is calculated on the basis of the weighted average scored by a company in two types of survey carried out by the institute. The first one with two- thirds weightage was named the Trust Index survey where employees are arbitrarily selected and asked to fill a questionnaire regarding their evaluation of the job satisfaction received, trustworthiness of management, and mutual relationship among workers in that organization. The second study, known as the Culture Audit, having one third weightage, required employees to answer questions about the hiring process, communication, and diversity among the workforce, pay and benefit programs, etc.
4] Established in 1991, The Great Place to Work Institute, Inc. is a US-based research and management agency.
5] "Looking Back on a Week of Being "The Best Company to Work for in America"," http://blogs.sas.com, January 29, 2010.

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