ASSIGNMENT 2

Kieu Thu Tra

11184954

KTTT60

Choose ONE of three motivation theories (Expectancy, Intrinsic-Extrinsic, or Need Hierarchy) to explain
how SAS motivate their employees.

This assignment will demonstrate the way that SAS strengthens their hired staff using NEED Hierarchy.

First, ‘Physiological needs are a person’s needs for food, drink, shelter, sex, and other physical
requirements’. There is a clearly obvious evidence that SAS has provided free M&Ms every Wednesday
for 26 constant years, which satisfies its employees’ demand for food. SAS also provides a 50,000 square
foot state-of-the-art fitness center, basketball court with the software programmers to make them
happy and shaped. All of these services are free. SAS has fulfilled their officers’ demands for the physical
requirements as Maslow suggested in his theory.

Second, ‘Safety needs are a person’s needs for security and protection from physical and emotional
harm as well as assurance that physical needs will continue to be met’. SAS has never laid off a single
employee and never had a losing year, which means they guarantee their workers the job stability and
the company’s sustainable growth (SAS’s turnover is just nearly 3%). Moreover, the employees’ children
are taught and looked after at one of four SAS Montessori daycare programs, whose cost is just a third
of other kindergartens. The working parents can feel secure about their children.

Third, ‘social needs: A person’s needs for affection, belongingness, acceptance, and friendship’. SAS’s
cafeteria has a person playing piano and the workers can bring their children along. An asked employer
says: ‘having children here ease the stress of struggling everything’. They do feel the company space like
their private home. In addition, the neighborhood surrounding the Country Club is described as ‘Disney
World’ and ‘I just can’t imagine leaving SAS and I’ve felt that way very long time if somebody offered to
double my salary I wouldn’t even think about it’.

Fourth, esteem needs are a person’s needs for internal esteem factors such as self-respect, autonomy,
and achievement and external esteem factors such as status, recognition, and attention. All the
workers here work a flexible schedule, which encourages them to feel free and make decisions by
themselves. Plus, the armies of programmers who turn out the product are paid a comparative wage.

Self-actualization: SAS allows employees to change job position, flexible time, etc. This helps them do
what they are interested in, and improve themselves.