Organisational Culture Analysis of BP

Organisational last Analysis of BPTitle What is the role of Organisational Culture in British Petroleum at Lancashire County?ContentsLiterature round off look for Aims, Objectives and LimitationsResearch MethodologyResearch Methods AnalysisResultsRecommendations and ConclusionsIntroduction constitutional finish is the set of shargond values, beliefs, and norms that regularize the way employees think, feel, and be set closely in the hunt downplace (Schein, 2011). The purpose of this dissertation is to explicate the impact of musical arrangemental flori horticulture in British Petroleum towards achieving the business objectives and capabilities of employees roles and subsequent role behaviours. I propose that four types of cultures (clan, entrepreneurial, market and hierarchy) exert contrasting and at times competing pressures, thus, creating limpid role schemas regarding the range of expected employee behaviours, which in turn, guide distinct forms of employee role behavio ur (e.g. helping, innovation, achievement and compliance).Literature Review Organizational culture has the potential to enhance organizational performance, employee job satisfaction, and the sense of certainty nigh problem solving (Kotter, 2012). Organizational culture has received ample support two in the usual and scholarly press as an most-valuable factor predicting organizational effectiveness by inducing employees to be confuse in effect (Cooke Rousseau, 1988 Schein, 1985, 1990). Knowing the culture of an organization allows employees to lowstand both the organizations history and watercourse methods of operation. Organizations mass achieve effectiveness only when employees sh be values.For instance,Eliot Jaques provides the following definition of the culture of a factoryThe culture of the factory is its customary and tralatitious way of thinking and of doing things, which is divided to a greater or lesser extent by all its members, and which new members must lear n, and at to the lowest degree partially accept Culture is part of the second nature of those who have been with the firm for a long time. (1951 251). Organizational culture, through its norms, serves as a control mechanism to channel behaviours toward desired behaviors and away from undesired behaviours. This can as well be accomplished by recruiting, selecting, and retaining employees whose values best add up the values of the organization.AimThe need of the study was to present and discuss the foregoing culture turn back to indicate the culture performance in spite of appearance the British Petroleum and proposing a model for assessing organisational culture towards achieving business objectives.ObjectivesApproach of organisational culture allows access to the dynamics of the social system in all its complexity, and because it leads to the concept of corporate identity (Strategor, 1995. The main objectives of organisational cultural and capabilities to achieve the aim a re,Analysing the present and next Business planStaff employment and their inhithernt relationshipKnowledge sharing and Decision qualificationPlans for business impact and death penaltyRational of the exploreAn Organisations culture determines the organisations ability to complete projects successfully that can encourage a culture in their business that aligns with their objectives and captures employees much(prenominal) the kindredly to succeed in reaching their objectives. Even though deuce businesses have similar buildings, the impact of effectiveness can be different because of differences in their cultures. So the interrogation ab away comparing the present model of organisational culture of the selected organisation with the competitors provides ample of knowledge and new understanding ab away employing stave, kind of move assignment, communication plans and their in-house relationship provides understanding which enhances the knowledge for assessing organisationa l culture towards achieving business objectives.ScopeThe scope of the study operate out contri juste to the surviving look on organizational learning, culture, and credit, the literature on these constructs remains broadly speaking prepositional. There is a wide scope for continued quantitative and soft research on each iodine of the latent variables included in this study individually andcollectively. This research studies could be applied for the findings of research to quadruplex organisation at various geo representic locations, in gear up to determine commonalities and differences across various business sectors and localities.Different combinings of culture and learning variables influence organizational identification at different levels like low, medium and high.Limitations gold and Time Costs When the basic entropy are subjected to frequent changes, incorporating them into the Organisational research models is a costly affair. More all over, a fairly good solu tion at present may be more desirable than a hone solution available after sometime.Implementation Implementation of conclusivenesss is a smooth task. It must take into account the complexities of human relations and behaviour internally.Research Methodology Data charm and analysis methodology is to be carried come forth passim this research which should be chosen to match the particular paygrade in terms of its key evaluation questions (KEQs) and the resources available. Impact evaluations should make supreme use of existing selective information and then fill gaps with new selective information. few common entropy collection methods include observations, interviews, focus groups, surveys, and the use of secondhand info such as test scores.I have accept to carry out Qualitative info methods and analysis which is allows to find out the reasons. This may be beneficial to an organization in bringing out the required changes to create a culture that can facilitate cave in learning opport unities.The research willing be both deductive and inducive in nature and will be anchored in grounded theory.Methodological problems predicted which may arise while carrying out this research areVoluntary participation, because in most cases, permission is needed from commonwealth before involving them in whatever primary research.Confidentiality and anonymity as participants may reveal embarrassing or potentially damaging information such as racist comments, original behaviour andResearcher bias.I will be developing both primary and secondary sources for this research such as primary sources like questionnaire, personal and group interviews and observations and secondary sources like internet, journals, articles, magazines and books.The validity of the proposed model will be tested by a few case studies. In order to measure period and expected organisational culture capabilities, it will subscribe to the maturity-level techniques which is creation able to measure the organisational readiness (Galliers Sutherland, 2003 Salleh Alshawi, 2006). The gap between the period and expected levels could be set which also is known as the politeness Gap(Salleh Alshawi, 2006).TASK 1 part 2 Plan and procedures for the agreed research precondition (AC1.5)Research objectiveBy when Resources to be used (2.1)Milestones (when do you know this objective is achieved)Review dates (which is after the by when to ensure that you have actually achieve the objective )How will you monitor this objective is being achieved? method of monitoringAnalysing the present and future Business plan21/12/16Gathering information on good make better sense of your market research.5/1/178/1/17By constant evaluation after garner the requiredresourcesStaff employment and their internal relationship25/12/16Online survey, questionnaires,Journals,28/12/1631/12/16By throng data in regular basis nearly the employee culture in the organisationKnowledge sharing and Decisi on making5/1/17Articles virtually franchise buyers, books and related tissue link11/1/1714/1/17By getting answer to the questions How much knowledge does the average employee has in terms of decision makingPlans for business ferment and implementation7/1/17The proper and effectively business plan and implementation11/1/1713/1/17Employee full treatment in a happy atmosphere and the productivity will more and growth of the companionship2.1 Match resources efficiently to the research question or hypothesisI focused on the effects and implications of the conceptualisation and operationalization of organization culture and formulation of the research problem of a grounded theory study. The research formulation implications discussed supra are the research design considerations that I ruminate on analysing the present and future Business plan, internal relationship of staff, decision making, business process plan and implementation. I used methodology of submit survey questionnaire as a main instrument, observation ad interviews. apiece of these methods were unique and useful in their own way. By the end of the research, the results from one method were more useful than from the other, and some of these methods did non even work2.2 Undertake the proposed research investigation in accordance with the agreed specification and proceduresData Collection and AnalysisI use observation, documentation review, canvas and questionnaire method of data collection which I believed effective and the research was packed by means of a direct survey. Questionnaire was the instrument of data collection which consists of 20 to 25 questions with a mixture of Likert- casing and closed-ended questions with one answer was developed. A five-point Likert scale was employed to gather responses, 5 indicating maximum agreement and 1 no agreement. The survey was try-based. Non-random sampling was applied and advantages and disadvantages specific to this method of sampling were consi dered. A small group of those surveyed does not authorize to make generalizations, plainly allows the identification of the specific mechanisms and formulation of questions and conclusions. Tested on a badr sample, they will make it possible to formulate more documented and certain, useful theses on a larger scale. Analysis method I used here is predictive analytics and machine learning to anticipate fundamental events and continuous tune of analytic platform using feedback.Advantages I could see see in a flash what people is relying on rather than what they say they do.With Questionnaire method covered large geo representical area.Capable of collecting data from a large derive of respondentsI free-base to ask numerous questions some a subject, heavy(p) extensive flexibility in data analysisWith survey software, ripe statistical techniques can be utilized to analyze survey data to determine validity, reliability, and statistical significance, including the ability to analyz e multiple variablesA broad range of data was collected (e.g., attitudes, opinions, beliefs, values, behavior, factual).DisadvantagesThe challenges I faced in data collection methods are, its much time consuming, information is often incomplete, couldnt get a proper and careful feedback as the wordings biasing the responses. Also I felt couldnt get the full story and surveys are in need of sampling expert.2.3 phonograph recording and collate relevant data where appropriate.I used questionnaire surveys and semi-structured interview schedules, gathering of observational data and analysis of documentary data method because of the express number of senior staff, it may not be possible to conduct pilot semi-structured interviews with them, as this will preclude them from the final data collection. match to the model based on the basic underlying assumptions the description of the current culture was made. The questionnaire was used because of its advantages (little time required and lo w costs) and because the team valued to get a general impression of the mood in the company as quickly as possible. The questionnaires were distributed personally by the heads of the departments, and a truly good return ratio from approximately 40% was reached.In 2011 BP a 10-point plan had been put forward that outlined what could be expected from BP over the next three years. During 2012 work had been done towards the milestones that had set out for 2014. Their plans are refined and communicated further information on our longer-term strategic objectives beyond 2014(BP.com, 2012).Bp has been identified as an organization that adopts differentiation dodging over the years imputable to the proper utilization of the companys competences or capabilities. It has different brands such as BP, Ampm, Arco, Castrol, Aral and waste bean cafe (www.bp.com), and also diversification into development and production of preference sources of energy(BP.com, 2011).With the collected relevant d ata I found if BP wants a safeguard culture, it must implement massive changes throughout every aspect in their organization that are guided by that guard focus. More than re-structuring or changing incentives and rewards it must do more because, so many problems are due to a focus on wages over sentry go? Repeatedly, a focus on growth at the expense of safety or quality leads companies on a dangerous path that affects human lives.The causes are described as systemic issues. Examples includeFlaws in bps forethought and design proceduresFailures to appreciate risksLack of communication and training active lessons learned from prior problemsGovernment regulators lacking the authority, necessary resources and technical expertnessUsing time-saving and cost-saving measuresWhen major quality or safety issues are receptive to the public, by either a disaster or a recall, the changes in the culture are often systemic-its not an isolated error but a change in values. The changes must start at the magnetic core of the culture at its core, where employees stop for a moment to reflect on the values that are important and together create a shared view. If safety is whats valued over profits, then employees should not be over-worked, and wrong equipment and poor maintenance should not be allowed.Employees should be hired not only for competency but also because they personally value safety. It should be the role of each employee to enhance the safety culture.Administration of the questionnaire and analysis of questionnaire data are done to provide material for the interviews and interviews are conducted concurrently. Numerical data were analyzed, which was also enabled the responses from sub-groups of the organization which was separated for analysis. Qualitative data was analyzed using protocols of content analysis.TASK 3 Be able to evaluate the research outcomes3.1 Use appropriate research evaluation techniquesFor the study conducted, there was a requirement of the resources which would assist to identify key constituents that have been undertaken for the purpose. In order to achieve this target, the focus of the study was on the various types of strategies of precaution that undertaken by British Petroleum. The British Petroleum operates worldwide and in diverse population. For example, the European market, people can be divided into various sub-cultures and consumer behavior is also different (Ford Jeffrey, 2009, 105).The outcome of the research shows the true analysis of BPs organisational plan, leadership, staff relationships and organizational decision making of sources of internal information collection and organising the time of data project and sources of usage of collected data for business process implementation and development.The research finding has a valid and reliable data to achieve the aim and objectives of the research. Depending on factors like the goals of the data collection project, the organizations size, resource s and time, data may be gathered about many sub-sets within a broader group of interest (e.g. youth service users who cannot read and who speak incline as a second language).According to Dr. Mustafa Ozkan Karatay (2013) the benefits of the research conducted includes data collection about a group of interest that shares characteristics and the Leadership enhancements that are all-important(a) to avert comparable occurrences in BP which consist ofA solo boilersuit project leader.Clear communications to every individual functioning on the project.Greater safety trainings linking past experiences and crisis analysis.4.Hiring employees with the essential skills to complete tasks competently and firmIt is also important to recognize that based on their unique combination of identities, people exposed to particular forms of discrimination.Bp has under gone major restructuring under the new management of the new CEO Robert Dudley, Dudley said that BP was to re-structure its upstream fr action from a single business into three separate functional divisions exploration, development and production, which would carryout a detailed review of how the group managed third-party contractors in order to pay back accountability for risk management. The company is doing this because of the findings of an internal report it stated that the equipment failure in communication was one of the contributing factors to the BP disaster.3.2 Interpret and analyse the results in terms of the original research specification.The following chart represents the BPs Organisational structure from the top level management from where different business models are distributed throughout the different geographical area in the globe.Organization StructureThe semipolitical influences made a notable difference in BPs strategy which has been changed in general possible to observe two main tendencies. First, BP attempts to postpone political risks in the oil producing countries by means of partners hip and deals with the governments. For instance, BP sign a contract with the Russian state-run oil company. It is reported that the company started producing solar panels after the acquisitions of Lucas Energy Systems (1980) and Amoco (1998)(Saud M. Al-Fattah, 2013). moreover, it is reported that BP invested more than $6 billion in turn and bio-fuel energy projects during the period from 2005 to 2010 (BP.com, 2011)BP also runs a series of development programmes notably known as Managing Essentials to help managers apply the leadership manikin in their own teams. I t also runs three specializer development programmes designed to build excellence in the 3 important functional areas of operations, finance and human resources. The Operations Academy, set up in partnership with MIT, provides BPs senior managers with a systematic and rigorous draw close to managing safe and efficient operations.The overall statistics of British Petroleums business and turnover is found below.Countri es of operationOver 80Number of employees85,900Sales and other operational revenues$375,765 millionCash flow$20.5 billionReplacement cost profit$11.4 billionProved reserves17,000 million set of oil sameRetail sites20,700Refineries (wholly or partly owned)15Refining throughputs2,354 thousand barrels per dayDetailed and structured questionnaire was designed where the survey was undergone with a sample of 50 employees in BP. The methodology developed was Primary and Secondary research. The questionnaire was designed to get information from staffs about their satisfaction and overall opinion about organizations and its structure. Some sample of the questionnaire is showcased below. Here most of them gave multi answers for questions.In what way are individual positions, units and so on clustered within your organization unit?a) By Function c) By product e) By placeb) By target group d) By service f) By projectThe graph shows the way how individuals position is clustered within the org anization. It shows like it depends mostly on the project individual involved with and the service given over by them along with the target group.2. Is the content of job changed for the employees during last two years?a) change by reversal autonomy c) Co-operation with managementb) Specialization d) Multi-tasking e)Weight upon technical qualificationsAccording to the answers of staffs the above graph shows that the content of the job has been changed in past two years with the cooperation with management and also for the individuals who do multi tasking.3. Does your company use any of the following ways of organizing work?a) Quality circles / groupsb) Delegation of responsibilityc)Planned job rotationd) As per resource availabilitye) Integration of functionsf)Specializationg) Incentives based upon quality of resultsIt shows that the company is kind of using the quality circles as more than 50% answered such for organizing the work and 40% said that the incentives are based upon the quality of results they obtain.4. How the Knowledge management has been benefiting your companyContemporary technologies processesb) Efficient management of informationc) Increasing guest satisfactiond) Fosters innovatione) Increasing productivityIt clearly shows with the above graph that the most of them answered(80%) as the company use knowledge management which increases the node satisfaction and 60% answered as efficient management of information. Upto 40% answered that modern technologies and processes and increase in productivity.5. How much freedom of action has, in your opinion, an executive director within the organization to vary his leadership with regard to directing and coaction?a)None c)Complete e)Muchb)Little d)Not muchFor the question arised about the freedom of action for an executive within organization to vary his leadership most(80%)of them answered as complete freedom has been given and very less percentage(5%) said as no. So it shows a positive sign for employees to execute their ideas and work in a stir free environment.6. bulk here try to make friends and to keep their relationships strong. abject speciality gameLOWMEDIUMHIGH23454%6%90%The above graph shows that 90% of the people say, they make friends and to keep their relationships strong.7. the great unwashed here do favours for others because they like one anther unkeptMedium high-pitchedLowMediumHigh44428%8%84%The above graph shows that 84% of the people say, they do favours for others because they like one anther.8. People in our group often socialize outside the officeLowMediumHighLowMediumHigh833916%6%78%The above graph shows that 78% of the people say, they often socialize outside the office9. When people take off your group, stay in touch one anotherLowMediumHighLowMediumHigh763714%12%74%The above graph shows that 74% of the people say, they stay in touch one another when they leave their group.10. People here often confide in one another about personal mattersLo wMediumHighLowMediumHigh13462%6%92%3.3 cultivate recommendations and justify areas for further consideration.BP alliances project, is a significant step toward the growth of the company, but the Chief Executive officer should ensure that the established Centralized Developments organization enhance the integrity in the project implementation process. While considering their present, future business plan and implementations they should establish a body of expertise in greenhouse gases in order to reduce emissions that may hinder the achievement of the project goal. The other recommendation I am keen to verify is that BP should invest much on renewable energy sources like airlift power, solar panel and bio-fuels which is because they present little or fewer risks on people health and environment. There is also a need for the BP Company to consider reorganize its 4 Ps of marketing viz. product, price, promotion and placement so as to secure a competitive advantage over the other six competitors in the industry.BPs weaknesses led it to follow up on in excessive cost-cutting and to take disproportionate risks with respect to the environment, worker safety, discipline security and its own profitability. I analysed also about BPs tough ethics which despite being hailed by the financial media for its corporate citizenship, its blandishment and deeds about social and environmental responsibility were diametrically opposed.Furthermore I recommend that the company should increase expenditures on infrastructure maintenance and employee safety. It should also conduct employee training. It is recommended that BP should use the diversification strategy as a future strategic option in order to continue responding to the environmental challenges. The company should diversify its product range associated with the production of solar and wind energy for individual and corporate customers. It is expected that these products will be popular in the emerging markets such a s India and China where incomes are not high, but