What motivates people to join a SAS? How do you get them to work hard and maximize their efforts? Should you be egalitarian and pay everyone the...

Some of the most common motivations that lead people to join a SAS include competitive pay, interesting work, and advancement opportunities. According to author Chuck Williams, even software engineering employees facing demanding work conditions can thrive with the proper motivation. The most crucial ingredient to motivation is a work environment in which all employees feel their contributions matter. It is also important to provide work that plays to each person's strengths while giving employees the opportunity to improve their weaknesses. While fair pay is an important factor, employees must also receive recognition from team members and management to feel appreciated and maximize their efforts.

Equity theory holds that people are motivated to work when they believe they are being treated fairly. This theory places great importance on employees' perceptions, independent of material rewards they receive. Many employees believe it is unfair for CEOs to make 319 times the average worker's salary because it violates the principle of equity theory. Others argue pay should be linked to performance and CEO talent is rare enough that it is necessary to pay individuals who possess it a much higher rate. The outcome/ input ratio matches employee compensation with employee contributions, linking pay and performance while maintaining a sense of fairness. This system is generally the most practical in a SAS setting.

Due to the SAS business model, going public would be a risky decision to make. Although trading shares publicly can improve the public perception of a business and increase transparency, it can also lead to serious financial hardships, as it did for Ben & Jerry's business model. There are alternate ways to offer benefits to employees and help them feel invested in the business while remaining competitive in the talent market. Stock options are only one part of the reward system that allows employees to feel adequately compensated. Making continual efforts to assess employee satisfaction and reward gifted employees is the best way to remain competitive. Rather than going public, SAS could implement such initiatives as fair pay standards, increased advancement opportunities, training programs, and incentives for exemplary performance.