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Organization Behaviour
Organization behaviour tells us how people interact within groups. It plays an important role in
the attempt to create more efficiency in a business organization. Scientific approaches are used in
this study for human resource management purposes in order t maximize output from each group
member. Executives in an organization or the human relations professionals use this in order to
understand the business culture, how the culture can promote or hinder productivity and retention
of an employee and how best to assess the skill set and personality of a potential employee
during the hiring process.
Knowledge of organization behaviour is useful in four areas. Personality, which basically means
a series of patterned behaviour, plays a critical role in the way an employee interacts with fellow
employees and produces work. Determining a person’s personality gives a clear picture of
whether or not they fit into the environment they are placed and how well to motivate the
employee. This can done through a conversation or conducting a series of tests. The behaviour of
an organization also tells us about employees’ job satisfaction. Job satisfaction arises from a
good reward system, satisfactory working conditions, good supervisors and compelling work.
(Ssesanga & Garrett, 2005). Knowledge of the behaviour of an organization also tells us about
what its leadership is like. It tells us whether leadership is focused or broad, centralized or decentralized, decision-based, intrinsic from the personality of a person or from a position in
authority. It also tells us about authority, power and politics in an organization. Understanding of
all these factors generate rules of a workplace and general ethical guidelines that are important
contributions towards running a cohesive business organization.
Schlumberger Company thrives from diverse culture among its employees. Employees are
globally recruited mostly being top candidates and graduating students. This diverse nature
creates peaceful co-existence. This motivates employees as opportunities for global travel and
relocation are provided. Continuous training and schools by the organization promote ongoing
learning in and out the field which equips and develops the employees to be more competent in
their workplaces. Safety is emphasized in the organization through a well-structured HSE
management system. Weitzel, Eckhardt, & Laumer (2009) This ensures that employees work
without fear of endangering their lives or their health which in turns leads to an increase in
output per individual. The other factor that makes employees give maximum output is that a selfcompetitive atmosphere is emphasized in the organization, there is no room for unmerited and
undeserved favour. Promotions are based on the desire of an individual to advance in their
respective careers.
The Schlumberger Excellence in Education Development (SEED) program supports education
and outreach programs which greatly benefit the employees. Personnel in the field collaborate
worldwide and assist other fellow peers in what is known as the “Bleed Blue” Pride. The
Schlumberger Foundation was put in place which leads in support of Science, Technology,
Engineering and Mathematics (STEM). This foundation supports educational programs,
sponsorships, internships, scholarships, initiatives and local community programs. Having a
strong sense of ethics and standards gives individuals tremendous opportunities and a once in a
lifetime experience working there. These factors make Schlumberger to be a well-run company
that is based on a profit and a loss view point.
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Systems Theory
A system is a set of interrelated and interdependent parts arranged in a unified whole that are
designed to achieve common goals. This theory helps managers to recognize that their work is
embedded in a system and that changing one aspect of a system will inevitably affect the whole
system. This theory was derived from the work of Ludwig Von Bertalanffy (1968) as a way of
thinking about studying organizational wholes. General systems theory uses the following
concepts: organization, wholeness, control, self-regulation, purposiveness, environment,
boundaries, equilibrium, steady state, feedback.
Schlumberger Company has divided its management team into committees that assist the board
of directors in running the organization. However, it is committed to adhering to sound principles
of corporate governance that will promote effective functioning of the Board. Committees that
form the management system are the Nominating & Governance Committee, Audit Committee,
and Compensation Committee, Finance Committee and Science and Technology committee. All
these committees form an integrated system of management that interacts with its environment
through inputs, outputs and throughputs.
In a system, all the parts play an important role to the overall functioning of the organization.
System parts in an organization also includes employees, products, assets, resources and
information all of which form a complex system. The organization being a system is affected by
the environment. It receives resources such as work of employees, equipment, and natural
resources which are referred to as inputs. Inputs interact and are transformed in what is known as
throughputs to give rise to products or services referred to as outputs. Feedback channels provide
a way that information will be shared thereby connecting outputs to the inputs. A negative
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feedback mechanism shows a problem such as wrong design of the work plan. A positive
feedback mechanism shows the outputs have worked accordingly and the consumers are satisfied
with the output.
Contingency Plan
A contingency plan refers to a course of action that is designed to ensure an organization
responds effectively to situation that may or may not happen or any significant future event. It is
referred to as ‘Plan B’ in most occasions because it is used as an alternative for action if the
expected results are not realized. (Mullins, 2007) The main principle is that managers need to
consider the situation and all its elements when making a decision (environment). Managers need
to act on the major (key) situational aspects that they are faced with. This style is also referred to
as “it all depends” decision making. The “best” style depends on the situation thus management
decisions are contingent on the circumstances faced by the organization. Contingency planning is
an important part that ensures business continuity, risk management and disaster recovery.
A situation that requires a contingency plan is hacking of computer systems by unknown
persons. Information departments have contingency plans that protect and restore the company’s
data including computer hardware and software. In executing this plan, the contingency planning
policy statement is reviewed to so that the appropriate authority is given to carry out the plan.
The policy statement also contains guidelines that will be followed to ensure the plan is effective.
The second step in executing the plan is conducting the business impact analysis which will help
to identify and prioritize information systems and components that are critical in supporting
business functions and the mission of the organization. The next step is to identify preventive
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control measures that will reduce effects and disruptions in the systems and increase system
availability. Contingency strategies are then carried out in the documented detailed procedures
that will restore damaged systems and recover the impact felt. Contingency plans can be
organization-wide or department-specific.
Team Based Working
Teamwork is important in the organization because it enables employees to bond with each other
which improves relations among them. It also plays a role in problem solving as several minds
come together to work towards a solution. A Schlumberger program that was started almost 15
years ago to reveal the people behind the success of Schlumberger projects demonstrated that
outstanding teamwork, in addition to innovation and business impact was the reason for
customer satisfaction. The organization focuses on excellence and it is committed to providing
services that enable their customers to improve performance in the oil and gas exploration,
development and production, safely and responsibly. This can only be achieved through having
well dedicated teams. The organization admits that it is able to meet the world’s growing demand
for energy in complex operating environments because it has unprecedented levels of team
performance. The company thrives on unwavering commitment, integrity, drive and teamwork
from everyone. Together, Schlumberger is one team and by combining strengths, efforts and
actions produces team work that cannot be matched by any organization. (De Jong & Den
Hartog, 2007)
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Work Related Issues
Employees of the organization confess that Schlumberger is an incredible company to work for.
This is attributed to excellent benefits provided by the company, having a great mentorship
program and good learning opportunities. This success can also be due to the fact that the
company produces well rounded managers who keep the interests of those under them at heart.
Fresh employees enjoy fixed safety training progress on a step-by-step basis which equips them
with necessary knowledge needed for health maintenance during their period as employees of
Schlumberger. Employees benefit from the competitive environment cultivated in the
organization and advancement is by means of hard work. Work environment is fact paced with
very knowledgeable and skilful people. Employees have the opportunity of working depending
on the type of person they are and what they are aiming at.
The competitive work environment prompts employees to advance their professional
competence. Having an international exposure where diverse individuals from a global
perspective are employed makes the environment to be inclusive. Opportunities provided by the
company to employees to travel around the world due to work related assignments and also work
in different locations across the globe makes them satisfy their desire of adventure and this
promotes employee growth and development.
Managers and supervisors are tasked with the responsibility of managing all third-party clients
on the site of the job. They are directly contacted by clients to address any requests or concerns
that they might have in the course of executing the job plan. Managers have the responsibility to
plan and organize all the supplies and equipment needed to carry out a successful and safe job.
Managers do their work in compliance with client and industry safety standards which ensure
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that the quality of work produced remains to be high. They also call and lead crew safety
meetings that ensure safety issues are addresses, and that crew members adhere to safety
precautionary measures that will lead to having a safe workplace environment. Another factor
that makes the organization thrive is that projects are executed as per the plan and design at a
high speed, in a high stress environment with the possibility of adjusting job plans and designs
according to the situation during the course of the project.
However, frequent reorganization and layoffs within the company makes experienced employees
to quit the organization. This also negatively affects the young employees as they will take a
longer time to develop hence this questions the longevity of their careers. There are also
complains from several employees that they are working long hours which do not resonate with
the pay they are receiving. They claim this has made them unable to make time for their families
as they even get calls or emails even when they are off duty. Women employees have raised
concerns over rising discrimination against women which has made some women to quit the
organization.
Conclusion:
This report describes in depth the organizational behaviour in Schlumberger organization and
enlightens their contingency plan if they had any unexpected situation. A Schlumberger program
that was started almost 15 years ago is the main reason the organization has an outstanding
teamwork.
Based on the information I have collected during this research; I have relied that their might not
be a gender equality in the organization. my recommendation is to make the genders share the
responsibilities and tasks equally to have a strong and reliable working environment.
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References:

Slb.com. (2017). [online] Available at:
https://www.slb.com/~/media/Files/about/brochures/slb_code_of_ethics.ashx [Accessed
4 Nov. 2017].

Slb.com.
(2017).
Guiding
Principles
| Schlumberger.
[online]
Available
at:
http://www.slb.com/about/guiding_principles.aspx [Accessed 4 Nov. 2017].

Therapy, I. and Issues, W. (2017). Workplace Issues. [online] Goodtherapy.org.
Available at: https://www.goodtherapy.org/learn-about-therapy/issues/workplace-issues
[Accessed 4 Nov. 2017].

Study.com. (2017). What Is Contingency Planning in Business? – Definition, Example &
Importance – Video & Lesson Transcript | Study.com. [online] Available at:
http://study.com/academy/lesson/what-is-contingency-planning-in-business-definitionexample-importance.html [Accessed 4 Nov. 2017].

Ssesanga, K. and Garrett, R.M., 2005. Job satisfaction of university academics:
Perspectives from Uganda. Higher education, 50(1), pp.33-56.

Weitzel, T., Eckhardt, A. and Laumer, S., 2009. A framework for recruiting IT talent:
Lessons from Siemens. MIS Quarterly Executive, 8(4).

Mullins, L.J., 2007. Management and organisational behaviour. Pearson education.

De Jong, J.P. and Den Hartog, D.N., 2007. How leaders influence employees’ innovative
behaviour. European Journal of innovation management, 10(1), pp.41-64.
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Appendices:
1) INTERVIEW QUESTIONS:
1. When Schlumberger limited was started?
2. Who is the current Chief Executive officer of the company?
3. What are some of the committees that assist the Board of directors in effective running of
the company?
4. What are the three core values that the company thrives on?
5. Where are the four principal offices of Schlumberger located?
6. Explain some of the environmental records the company has achieved.
7. What environmental hazards is the company being challenged with?
8. What type of business entity is Schlumberger?
9. Who are the founders of the company?
10. How can the company help you realize your professional goal?
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2) INTERVIEW:
1) Year Schlumberger was started:

1926
2) The current Chief Executive Officer

Paal Kibsgaard
3) Committees that assist the board of directors
Nominating & Governance Committee, Audit Committee, and Compensation Committee,
Finance Committee and Science and Technology committee
4) Three core values
The three well-established company values that focus on people, technology and profit
are the basis for the company’s work. The people thrive on the challenge to excel in any
environment and dedication to safety and customer service worldwide is the company’s
greatest strength. Commitment to technology and quality is the basis for the company’s
competitive advantage. The determination to produce superior profits is the pillar for
future independence of growth and action. The Location of the 4 principal companiesParis, London, Houston, The Hague
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5) Environmental records the company has achieved
Newsweek released their ‘Green Rankings’ in 2009 and Schlumberger emerged 118th out
of 500 and 3rd out of 31 in their industry
6) Environmental hazards the company faces

Radioactive substances

Spills
7) Business entity that Schlumberger is

Public company
8) The Founders of the company?

Conrad and Marcel Schlumberger
9) How the company develops professional skills and abilities?
There are continuous training programs. There are also traveling opportunities that make
employees interact with people from across the globe in the same work related field.
Career advancement in the organization is by competitive basis.
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