As a compensation consultant you've been called in to review how SAS pays its employees an
As a compensation consultant you've been called in to review how SAS pays its employees and the benefits it offers them. You've heard in some employee interviews that they are attracted to other employers because of the high salaries available. They still like SAS benefits and the working climate, but the fact is that the higher pay available elsewhere is looking increasingly hard to say “no” to. What do motivation theories say about the implications of pay for turnover, engagement, and motivation? How do you suggest this problem with external pay opportunities be dealt with at SAS? Is this a case where time will take its course and those who leave will depart for good reason, while those who stay will continue to be motivated to work hard by the current system?