Premium Essay

Sas Institute and Culture for Management

In: Computers and Technology

Submitted By danerickson29
Words 1228
Pages 5
At first glance, SAS Institute looks like the perfect organization. It boasts an incredibly low turnover rate, amazing facilities and a work environment that is fun, egalitarian, and reliant on trust and intrinsic motivation. Although the case itself states no obvious organizational problems, it does not mean problems within the organization do not exist.
Potential Cognitive Traps at SAS
SAS has such a strong company culture that an observer went as far as to call it “the Stepford software company.” This robot-like behavior and high retention rate suggest that SAS does not have a very diverse employee group and is likely to fall into cognitive traps, such as groupthink and selection bias. In the Columbia Accident Investigation Board case (Chapter 7: The Accident’s Organizational Causes), NASA, like SAS, possessed a strong culture and optimistic organizational thinking. At NASA, this groupthink undermined their ability for effective decision making and led to the oversimplification of the threat of the foam debris, and ultimately, the disintegration of the Columbia upon re-entry. It is unlikely that SAS’s cognitive traps will lead to the catastrophic loss of human lives, but it is more than possible it could lead to complacency and lack of innovation, which would destroy its business model. SAS will need to be sure their culture is working for them instead of against them.
SAS is the largest privately owned software company in the world. Employees spend their time working at an already lucrative organization with a successful product and outstanding customer support. Successful companies such as these are much more likely to fall into selection bias when they benchmark against themselves, such as looking at past performance as an indication of future achievements. Therefore, even though they are encouraged to take risks that may fail, their experiences will be…...

Similar Documents

Premium Essay

Culture and Management

...high-performance team Taran Swan 's team displays the characteristics of high-performance teams such as trust , effective organizational culture , and the management of relationships According to Katzenbach and Smith (1993 , a team 's performance .calls for both individual and mutual accountability (pg . 1 . In other words , trust between team members is essential to a team 's overall performance . This particular trait improves communication between team members and eases the tension of teamwork Taran Swan 's delegation of work required a profound degree of trust in her employees Swan appointed Friedman and McCarty as co-vice-presidents of marketing Even though the two of them had little or no experience in marketing Swan trusted in their own inherent talents to accomplish the marketing campaign . Friedman said , I kept telling Taran we needed to hire someone , but she said we were doing a fine job . I told her I 'd never done this before , but she said `It 's okay , you 'll figure it out ' Taran had faith in us that we could learn to do it and work together (pg 8 . Because of the strong belief in the individual , efficiency heightened in the situation , they were poised to give their best and deliver excellent service that would be in the best interest of the team . It worked In Managing Your Team by Linda A . Hill (1994 , culture is described as an important way in which a manager can facilitate the team 's process .the basic assumptions and beliefs that are......

Words: 1026 - Pages: 5

Free Essay

Cross Culture Management

...2. Religion 4 2.1 Christianity in Singapore 4 2.2 Buddhism in China 5 2.3 Common and distinguish 6 3. Language 6 4. Custom 7 5. Conclusion 7 1. Introduction Technology to make the world exchange information more frequently. One developed and famous country can attract people from different countries into. People have dreams to make more money and a better life came to the country. It certainly will increase the communicating across cultures opportunities and impact in across cultures. Singapore is a typical example. Cross-cultures refers to the globalization, social mobility increased and ethnically mixed by a kind of social phenomenon. This phenomenon will change tradition and create new culture. Singapore has gathered Chinese, Malay, Indian and so on the different culture. We should to cultural differences or conflict cultural phenomenon, customs, habits to have sufficient and correct understanding, and on this basis to include attitude to accept and adaptive. I introduce the detail about across cultures when I stay at Singapore and some in Thailand tourism experiences. It includes religion, language and custom. 2. Religion 2.1 Christianity in Singapore Singapore is a multiethnic and multicultural immigrant society, thus collected the world many religions. Christianity is a popular religion in Singapore. It is the second largest religion in Singapore, with large numbers of believers. I used to belong to a team of Christ in Singapore. Its members are......

Words: 1386 - Pages: 6

Free Essay

Cross Culture Management

...bureaucracy of Japan Face-saving The increasing stress Introduction For discussing about the culture of the Japanese companies, we think that the type of the culture in Japan business is the task type. In Charles Handy’s theory, there are four types of behavioral characteristics: Zeus (power); Apollo (role); Athena (task); Dionysus (personal). We think that the Japanese culture is the task culture. The task culture is job- or project- oriented. Much of the power and influence lies at the connecting points of the organization. The whole emphasis of the task culture is on getting the job done. It is the job of manager to be concerned with the continuous and successful solution to problems. Influence is based on expert power rather than on position. The task culture uses the unifying power of the group to improve efficiency and to link individuals with the objectives of the organization. It is appropriate where flexibility and sensitivity to the external environment is important, and where speed of reactions is important. Groups, project teams or task forces are formed for a specific purpose and can be reformed, abandoned or continued. The organization works quickly, since each group ideally contains all the decision-making powers required. Individuals find in this culture a high degree of control over their, judgment by results and easy working relationships within the group, with mutual respect based upon capacity......

Words: 2596 - Pages: 11

Free Essay

Institute Management System

...system | | | |generated email. | | | |System administrators shall be able change their passwords and history shall be saved in | | | |system. | | |  |System should facilitate MoT to create system administrator account for each Institute, NCHMCT|  | | |and system administrators required in MoT itself. | | | |Password shall be alpha-numeric and with 6-12 digit length and also have columns of institute | | | |id, institute code. | | |  |System shall facilitate system administrator to create users. |  | | |System shall facilitate system administrator to define role and privileges for the created | | | |user and grant and revoke the privileges. | | | |Password......

Words: 20750 - Pages: 83

Premium Essay

The Role of Cultures in Global Management

...The Role of Cultures in Global Management   Abstract What is culture and how other people deal with culture on a daily basis. Countries around the world work daily with different cultures in a business setting. There are many different ways that culture practices get done throughout the world. Middle East does things different than what the United States does. Global management and cultures bring many issues with it. Managers and staff need to find new ways to handle values, beliefs and social norms when working a business around the world. Most businesses have an assortment of different cultures and backgrounds because there are different people working within the group. This “Group of people" has the same religion, language, beliefs, and values share a culture no matter what. This, in turn, joined with all different types of people in the same cultural system. An examination made of the art of administering groups who are from different cultures, taking into account their different set of values, carry out, and ways of achieving different goals. A review presented of some of the problems that inherent in from one country to another because manager reject or is helpless of internalizing the local culture in which the displacement operates. Culture provides two functions that affect global management today. With the growth in global activities of both domestic and multinational companies, managers need a good perceptive of culture. People’s......

Words: 2263 - Pages: 10

Premium Essay

Understanding the Management Role in the City and Guilds of London Institute

...Understanding the Management Role in the City and Guilds of London Institute (‘City & Guilds’) Contents Page The organisation in relation to its purpose and its stakeholders 2 Purpose of City & Guilds 2 Key stakeholders 2 Structure of City & Guilds 3 Rationale for structure 4 The role of management in achieving goals 5 City & Guilds goals 5 Responsibilities of middle managers in City & Guilds 5 Manager’s responsibilities linked to organisational goals 6 Effect of communications and interpersonal relationships on 7 managerial performance Importance of interpersonal relationships 7 Importance of effective communications 8 Ensuring effective team communications and interpersonal skills 9 Development opportunities 10 Critical appraisal of personal skills and attributes 10 Areas for development 10 Development plan 11 References / Bibliography 12 1.0 The organisation in relation to its purpose and its stakeholders 1.1 Purpose of City & Guilds City & Guilds is a leading vocational awarding organisation for work-based qualifications, committed to offering high quality qualifications across a wide range of industrial sectors, through 8500 colleges and training providers worldwide.  City & Guilds Group also includes the Institute of Leadership & Management, the UK’s largest management body, combining......

Words: 3334 - Pages: 14

Free Essay

Conflict Management and Cultures

...Intercultural Conflict Management How should we define an intercultural conflict? Is there any difference between a conflict and an intercultural one? The following chapter, which is a summary of the chapter “Constructive Intercultural Conflict Management” (Stella Ting-Toomey, Communicating Across Cultures, 1999, pages 194-197), attempts to answer these two questions. At the end of the chapter, we also include an extract of the “Intercultural Conflict Style Inventory” (Mitchell Hammer, 2002) 1. Definition of intercultural conflicts “Intercultural conflict is defined as the perceived or actual incompatibility of values, norms, processes, or goals between a minimum of two cultural parties over content, identity, relational, and procedural issues. Intercultural conflict often starts off with different expectations concerning appropriate or inappropriate behavior in an interaction episode.” (Ting-Toomey, 1999, p.194). Another author holds a similar view: “Conflicts are always cultural, since we are all cultural beings. Yet the very definition of conflict is challenging because of our cultural ways of seeing”. (Michelle Le Baron and Venashri Pillay, Conflict across Cultures, 2006, page 13). According to Le Baron, conflict occurs at     ← the material level, or the “what” of the conflict;     ← the symbolic level, the meaning of issues to the people involved, especially those meanings that resonate with peoples' identities, values, and worldviews;     ← and the......

Words: 282 - Pages: 2

Free Essay

Cross Culture Management

...challenges. Communication in multinational companies would be a lot more difficult because they employ employees from various countries. People from different countries have different cultures; this is the reason why this factor could cause them to fail to understand each another. Moreover, companies which operate in various languages areas will have difficulties at communicating with the local employees because they speak different language. (Kundu, 2001). SICLI have problem in coping with the new management style after the company was acquired by Williams Holdings PLC. This company is a multinational company because it operates in many countries. Moreover, the company also employs workers from various countries. This is why they need to find out what policies could help the company to minimize the problems. Section A Companies like SICLI or Williams Holdings PLC that operates in several of countries and employs employees from different countries should adopt some policies in order to prevent problems. To settle these issues, the CEO of SICLI or Williams Holdings PLC must adopt some policies which could help them to settle the problems that they are facing after the acquisition. Diversity Management The CEO should implement diversity management within the company. Diversity management is a process to bring about and keep a positive working environment which the differences and similarities of all the people are valued. If an organization able to manage diversity......

Words: 2676 - Pages: 11

Premium Essay

Motivation in the Sas Institute

...Motivating Employees Case Study Natalie Steinsholt MGT/312 August 3rd 2015 Homero Martinez Motivating Employees Case Study The SAS Institute which is a privately owned company has been known for the ways it treats its employees. With a great reputation and showing 13 years in a row the company has been cited in Fortune magazine as one of the “100s Best Companies to Work for in America”. In 2009 the turnover rate was 2 percent with 10 years if tenure for the average employee showing that this company is known for the longevity of their employees. With the ability to attract, motivate and keep the most talented people out there, it makes one think how this company does it. The goal of the institute is to make sure that their employees enjoy what they do and are motivated by their work both internally and externally and what the company gives back to them. Case Study Questions With a company so popular to work for there are many ways they go about motivating their employees. All the managers believe that employees should enjoy what they are doing and that their contributions make a major impact on the company. One of the first system established is developing products in house. The institute believe that employees are more motivated by developing products internally which keeps things creative. Another system is allowing employees to change jobs within the company, even if it requires more training. By allowing employees to move from one job to another it allows for......

Words: 1410 - Pages: 6

Premium Essay

The Charted Management Institute (Cmi)

...The Chartered Management Institute (CMI) Summary The article written by The Times is an in-depth case study primarily focused on the basis that within all organisations there will be departments that are separated by groups or teams. It goes into detail about how the two are different and what kind of people these groups or teams are made up of. Different skills and why the people who make up a team are important to the overall effectiveness of that specific department. The article then states that there are seven key objectives that will almost guarantee the overall success of creating teams. Producing motivated teams, informing teams on the overall goal, successfully managing a team, allowing team members to have the authority to be responsible and in control of their own work, having a team leader and informing staff, continually monitoring teams for their work progress and having an effective strategy for good working communication between team members. Based in the United Kingdom there is an organisation called The Chartered Management Institute. This organisation has been advising businesses throughout the country for over 60 years. With the organisations main objective, to provide and to train company’s on how to develop and to motivate their staff with introducing better corporate management skills within the workplace. This case study perfectly informs its readers of the objectives that CMI introduce into the workplace to help and support managers to......

Words: 1489 - Pages: 6

Premium Essay

Culture and Management Styles

...the overall dynamics of an organization. However, differences of varying forms and levels inevitably, get in the way and could hamper the fulfillment of the organization’s short term goals and could even have an impact on its longer aspirations. Having a diverse workforce is not a bad thing. It can only be challenging in the beginning. Because the corporate world recognizes diversity as a potential stumbling block with impact on its productivity and overall well-being of its work force, organizations all over started to train their managers as a human resource development strategy. After all, the workforce is the backbone of businesses. A business may have billions of assets and stocks but without a cohesive and organized workforce, management would crumble, service delivery would be poor resulting to customer complaint and eventually losing clients, return of investments would suffer until the business collapses and meet its demise....

Words: 437 - Pages: 2

Premium Essay

Cross Culture Management

...NATIONAL UNIVERSITY OF IRELAND, DUBLIN UNIVERSITY COLLEGR DUBLIN Cross Cultural Management FT-UCD BBSMKT-22 Chen Lihuan 2950 words CT0203124 UCD ID: 14207863 Case 1. Question 1A) Figure 1.0 Hofstede’s Five Cultural Deminsions for Germany, UK, USA and Japan. (Data from Geert-hofstede.com,n.d) Figure 1.0 is a bar chart that presents the full data of all four cultures. (Germany, UK, USA, and Japan) Other than two dimensions (Individualism and uncertainty avoidance) that have been discussed in the case, the rest of the three dimensions will be discussed in following article. Masculinity Masculinity shows whether the society is driven by competition or quality of life (Geert-hofstede.com, n.d). According to figure 1.0, all four cultures are masculine culture. USA scored at the lowest of 62, followed by Germany and UK at the score of 66. The highest score in Masculinity is Japan, at 95. Although Japan has an extremely high score at Masculinity dimension, due to its collectivism, there are not much intense competitions between individuals. Power Distance Power distance is referring to how people within the society react to unequal power distribution. The higher the score is, the higher acceptability for unequal power distribution by the society......

Words: 3226 - Pages: 13

Premium Essay

Organizational Culture & Change Management

...workplace is "organizational culture." We define organizational culture as the set of shared beliefs, truths, assumptions, and values that operate in organizations. Organizational culture has been described as "How people behave when no one is looking." We spend more than 8 hours at work each day. Most of us spend more time at work than we do with families. Everyone needs an enjoyable, meaningful and engaging work environment. A strong organizational culture will attract many talented people. Organizational culture is the first thing that prospective employees consider when assessing an organization. The talent market is tighter and those looking for a new organization are more selective than ever. Talented people not only needs good salary and benefit, but also a good environment that they can enjoy and succeed in. What’ more, a strong organizational culture will help you to solve a tough problem when facing a crisis. For example, Toyota found some potential safety hazard of their cars, but they didn’t recall these cars because of enormous repair costs. Unfortunately, many people died in an accident due to this potential safety hazard. If Toyota has a strong organizational culture, they will recall these defective cars as soon as possible without regard to the repair costs. And what would they got is “public praise”—the most important thing for a company. There is no doubt that organizational culture is very important. The organizational culture will urge you to think the......

Words: 1172 - Pages: 5

Premium Essay

Culture and Management

...background. Culture (from the Latin cultura stemming from colere, meaning "to cultivate") is a term that has different meanings. To me culture is a sense of identity, as an individual and a group, and about the creative expression or response to life. Dr Fons Trompenaars who is a Dutch author in the field of cross-cultural communication developed the “Seven Dimensions of Culture Model” for the analysis of cultural differences. The seven dimensions were defined as; Universalism versus Particularism, Collectivism versus individualism. Affective versus neutral relationships. Specificity versus diffuseness, achievement versus ascription. Orientation towards time and internal versus external control. According to Dr Trompenaars culture is the manner in which these dilemmas are reconciled, since every nation seeks a different and winding path to its own ideals of integrity. Trompenaar believes that not only will conflict be reduced by this reconciliation but businesses will succeed to the extent that this reconciliation occurs. According to Hofstede (1991) culture is like an onion that can be peeled, layer-by layer to reveal the content. The meaning of culture is compared with the layers of an onion. Where the outer layer is what people principally associate with culture e.g. clothing, language and foods etc. The middle layer refers to the norms and values which a community holds. The core of the onion is the key to successfully working with other cultures. Hofstede sees culture......

Words: 845 - Pages: 4

Premium Essay

Culture Management

...globalization. On one hand globalization cultivates scores of benefits for the organization. On the other hand, it also generates various dilemmas for management. One of these dilemmas is of effective communication management. This phenomenon of globalization presents challenges of understanding and managing cross-cultural communications. According to Stephen Roberts: “Culture is the framework in which we communicate” This suggests that various factors give rise to the problem of cross-cultural communication. These factors include: language, environment, technology, social organization, the perception of authority and non-verbal communications. Having the ability to assess these variables is vital in ensuring for managers to convey messages and conduct business across a wide range of cultures. This paper addresses communication within multicultural project teams and the significance of leadership style in managing cross-cultural communications. The aim of this paper is to reveal different ways or skills that managers need to adopt to make the process of communication effective. Furthermore, this paper sheds lights on variegated barriers that may exist in effective communication process in a cross-culture environment. Literature review Zapf (1991, p.105) describes culture as “more than simply a set of customs”. Culture is a shared set of meanings among community of people who develop a common model from shared experiences. Zapf (1991, p.106) continues......

Words: 2491 - Pages: 10