Assessing the health, safety, and environment culture in the United Arab Emirates oil and gas industry

2019 ◽  
Vol 18 (2) ◽  
pp. 495-512
Author(s):  
Mohmaed Almazrouei ◽  
Khalizani Khalid ◽  
Salam Abdallah ◽  
Ross Davidson
Keyword(s):  
United Arab Emirates ◽  
Oil And Gas ◽  
Oil And Gas Industry ◽  
Leadership Roles ◽  
Structured Interviews ◽  
Leadership Responsibilities ◽  
Gas Industry ◽  
Content Type ◽  
Health Safety ◽  
Safety And Environment

Purpose This paper aims to assess the ways through which the concept of health, safety and environment (HSE) is perceived by workers in the United Arab Emirates (UAE) oil and gas industry. The study focused on different aspects of the HSE culture and how employees with and without leadership responsibilities differed in their conceptualization of HSE culture. Design/methodology/approach Semi-structured interviews were conducted for 30 staff of the state-owned Abu Dhabi National Oil Company in the UAE. The interviewees were purposively selected which included both those in leadership and non-leadership roles. Findings The findings revealed that the interviewees viewed HSE culture as a descriptive term, a causal phenomenon, a systemic approach or a legal requirement/obligation. Interviewees in the production and maintenance units mentioned safety most often. Employees and managers exhibited negligible differences in their usage of the HSE culture concept. Managers predominantly featured in the narratives as important drivers of HSE culture. Physical conditions, behavior and procedures, management, competence and collaboration emerged as important components of a sound HSE culture. Originality/value To enable better communication and subsequent improvement of the HSE culture, an analogical HSE culture “vehicle” was developed in the study. The vehicle is a novel illustration based on the key roles of managers and employees, as well as the main components of a sound HSE culture.

THE HUMAN FACTOR: A BENCHMARK OF WORKER ATTITUDE TO HEALTH, SAFETY AND ENVIRONMENT IN THE AUSTRALIAN OIL AND GAS INDUSTRY 1999–2001

2002 ◽  
Vol 42 (2) ◽  
pp. 141
Author(s):  
B. Safari ◽  
D. Ilsley ◽  
J. Healy
Keyword(s):  
Human Factor ◽  
Oil And Gas ◽  
Oil And Gas Industry ◽  
Attitude To Health ◽  
Gas Industry ◽  
Health Safety ◽  
Safety Case ◽  
Oil And Gas Companies ◽  
Safety And Environment ◽  
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This paper presents a benchmark of workers perceptions about Health, Safety and Environment (HSE) in the Australian oil and gas industry, particularly those areas covered by the Commonwealth Safety Case Regime. Between 1999 and 2001, the National Institute of Labour Studies conducted surveys of workers attitudes to—and opinions of—Health, Safety and Environment (HSE) in seven oil and gas companies. The broad objectives of this exercise were:To provide each participating company with feedback on its HSE climate from a worker’s perspective; andTo produce an industry benchmark of HSE climate, allowing each company to measure itself in comparison with the rest of the industry.It is hoped that the benchmark will stimulate HSE awareness within participating companies and encourage them to share information and learn from each other. This will lead to improvements in HSE within the industry as a whole.

scholarly journals Impact of Organizational Culture and Perceived Process Safety in the UAE Oil and Gas Industry

2019 ◽  
Author(s):  
Mohamed Al Mazrouei ◽  
Khalizani Khalid ◽  
Ross Davidson ◽  
Salam Abdallah
Keyword(s):  
United Arab Emirates ◽  
Safety Culture ◽  
Oil And Gas ◽  
Employee Training ◽  
Oil And Gas Industry ◽  
Safety Training ◽  
Safety Behaviors ◽  
Process Safety ◽  
Gas Industry ◽  
Safety And Environment

In the last few decades, there had been a lot of accidents in the oil and gas industry throughout the world. This article reports a qualitative study of 30 employees employed in the United Arab Emirates (UAE) oil and gas industry. Health, Safety, and Environment (HSE) culture is a concept which was studied in many researches. However, this research is set to examine how certain behaviors affect the safety performance in UAE’s oil and gas industry. Four core themes that were drawn from the interviewee discussions of how safety culture, leadership safety behaviors, supervisory safety behaviors, and employee training on safety affect the employee’s performance on safety. The emergent narratives on the safety culture showed that an employee was likely to perceive safety in the organization favorably if s/he believed that his/her role in ensuring process safety was critical. Moreover, results pertaining to supervisory safety culture showed that the safety culture promoted by a supervisor within his/her role often set the standard for his/her subordinates constituted the benchmark against which all his/her subordinates rated their own idea and practice of safety culture. In addition, the findings confirm the important role played by safety leadership, which entails leader-follower interactions where the former influences the achievement of safety goals. Lastly, it was emphasized that safety training stimulated employees with negative or indifferent attitudes towards safety to be more actively engaged in safety matters in the organization.

Knowledge retention in oil and gas industry – the case of contract workforce

Kybernetes ◽  
2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
M. Saleem Ullah Khan Sumbal ◽  
Irfan Irfan ◽  
Susanne Durst ◽  
Umar Farooq Sahibzada ◽  
Muhammad Adnan Waseem ◽  
...  
Keyword(s):  
Oil And Gas ◽  
Oil And Gas Industry ◽  
Knowledge Retention ◽  
Organizational Memory ◽  
Structured Interviews ◽  
Senior Managers ◽  
Gas Industry ◽  
Content Type ◽  
Repeated Training ◽  
Oil And Gas Companies

PurposeThe purpose of this article is to investigate how organization retain the knowledge of Contract Workforce (CWF) and to understand the associated challenges in this regard.Design/methodology/approachAdopting an inductive approach, 15 semi-structured interviews were conducted with senior managers, project heads and consultants working in leading oil and gas companies across eight countries (USA, Australia, UAE, KSA, Pakistan, UK, Thailand and Russia). Thematic analysis was carried out to analyze the data collected.FindingsCWF appears to be a significant source of knowledge attrition and even knowledge loss in the oil and gas sector. There are various risks associated with hiring of CWF, such as hallowing of organizational memory, repeated training of contractors, no knowledge base, workforce shortage among others which can impede the knowledge retention capability of O&G companies in the context of contract workforce. Various knowledge retention strategies for CWF have been revealed, however, there is interplay of various factors such as proportion of CWF deployed, proper resource utilization, cross-functional multi-level teams' involvement and strength of transactional ties. Maintaining strong relationships (Transactional ties) is crucial to maintain a virtual organizational memory (partial knowledge retention) and to follow a adopting a rehired when required policy.Originality/valueThe knowledge retention issue in the context of CWF has not be addressed in past researches. This article attempts to fill this gap.

Determinants of organizational innovation: a framework

2017 ◽  
Vol 32 (8) ◽  
pp. 578-589 ◽  
Author(s):  
Leena Busaibe ◽  
Sanjay Kumar Singh ◽  
Syed Zamberi Ahmad ◽  
Sanjaya S. Gaur
Keyword(s):  
Performance Management ◽  
United Arab Emirates ◽  
Organizational Leadership ◽  
Oil And Gas ◽  
Organizational Innovation ◽  
Oil And Gas Industry ◽  
Mediating Effect ◽  
Control Factor ◽  
Gas Industry ◽  
Content Type

Purpose This study aims to examine the effect of gender perspectives in organizational leadership and culture on organizational innovations within the oil and gas industry in the United Arab Emirates (UAE). Design/methodology/approach The study examined research in the area of organizational innovation and proposed a framework to help practitioners to create an environment that promotes and strengthens innovation thinking at an institutional level. Findings Based on the literature, a framework of organizational innovation was developed with gender as a control factor. It shows the mediating effect of employee performance management on the independent variables, organizational leadership and culture. Research limitations/implications The oil and gas industry in the UAE should be a suitable environment for organizational innovation. Gender differences justify further investigation, especially the implications for female leaders, such as promotion and career advancement. Practical implications The results of this study will provide practical insights to executives, strategy-makers and practitioners and enable them to increase innovation among individuals and teams. Originality/value This study provides a comprehensive framework to assist practitioners and academics to understand the correlation of organizational innovation in the oil and gas industry.

scholarly journals An empirical study of oil and gas value chain agility in the UAE

2018 ◽  
Vol 25 (9) ◽  
pp. 3541-3569 ◽  
Author(s):  
Ala Shqairat ◽  
Balan Sundarakani
Keyword(s):  
Supply Chain ◽  
United Arab Emirates ◽  
Value Chain ◽  
Oil And Gas ◽  
Oil And Gas Industry ◽  
Value Chains ◽  
Study Region ◽  
Content Type ◽  
Moderate Effect ◽  
The Impact

Purpose The purpose of this paper is to investigate the agility of oil and gas value chains in the United Arab Emirates (UAE) and to understand the impact of implementing supply disruption (SD) strategies, outsourcing strategies (OS) and management strategies (MS) on oil and gas value chain agility (VCA). The results can support the oil and gas industry across the UAE to build resilience in the value chain. Design/methodology/approach The research design consists of a comprehensive literature review, followed by questionnaire-based survey responses of 106 participants and comprehensive statistical analysis, thus validate the developed theoretical framework and contribute to both practical and methodological approaches. Findings The findings indicate that oil and gas value chain in the UAE has moderate a significant degree of SD, when OS in place that are synchronized with the overall MS. Among the hypotheses developed, two were accepted thus warranting both SD strategies (r=+0.432) and MS (r= +0.457) found to have a positive moderate effect on VCA. The third hypothesis was rejected by revealing OS (r=+0.387) found to have a positive moderate relationship with VCA. Therefore, implementation of all three strategies has a positive moderate effect on the agility of the value chain and, therefore, supports to sustain competitive position. Research limitations/implications Some of the limitations of this research include the geographic coverage of the study region and other methodological limitation. Practical implications The research provides guidance for oil and gas supply chain managers to better understand the critical factors that impact and determine VCA. The paper also describes relevant strategies that should be taken into consideration by these managers in order to build their agile value chains. Social implications The research contributes to the social dimensions of supply chain sustainability of how resilient is the oil and gas value chain during uncertain conditions, so that it can respond to uncertain changes in order to contribute to corporate social responsibility. Originality/value This research is the first of its kind in the UAE region to assess the link between dimensions of agile value chain, OS, SD strategies and MS primarily from the Emirates of Abu Dhabi and Dubai.

Natural resource governance, accountability and legitimising propensity: insights from Ghana's oil and gas sector

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Emmanuel Asare ◽  
Bruce Burton ◽  
Theresa Dunne
Keyword(s):  
Natural Resource ◽  
Oil And Gas ◽  
Oil And Gas Industry ◽  
Resource Discovery ◽  
Legitimacy Theory ◽  
Structured Interviews ◽  
Content Type ◽  
Resource Governance ◽  
Wide Range ◽  
The Impact

PurposeThis study explores Ghanaian views about accountability discharge by firms and government in the context of the nation's newly discovered oil and gas resources. The research focusses on a range of issues relating to stakeholder interaction, communication flows and the impact of decision-making on Ghanaian lives, as perceived by individuals on the ground.Design/methodology/approachThe paper adapts elements of legitimacy theory to interpret the outcome of a series of semi-structured interviews with members of key accountee and accountor groups including citizens and representatives of the state and private firms in the oil and gas industry in Ghana.FindingsThe results indicate that rather than attempting to effect substantive accountability discharge, Ghana's government and oil and gas firms employ a wide range of legitimation strategies despite the apparently complete absence of the accountee power normally seen as driving the need for social contract repair.Research limitations/implicationsThe findings suggest that accountability discharge in Ghana is cursory at best, with several legitimising strategies in evidence. The representatives from state institutions appear to share some of the concerns, suggesting that the problems are entrenched and will require robust enforcement of a strengthened regulatory approach to effect meaningful change.Originality/valueThis paper contributes to the literature on the discharge of institutional accountability by building on earlier conceptualisations of legitimacy theory to explore perceptions around a recent natural resource discovery. The analysis highlights grave concerns regarding the behaviour of state and corporate actors, one that runs counter to sub-Saharan African tradition.

A perfect storm: how high levels of risk and weak internal controls resulted in violations of the foreign corrupt practices act

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Diana Franz
Keyword(s):  
Oil And Gas ◽  
Oil And Gas Industry ◽  
International Markets ◽  
Internal Controls ◽  
Strategic Decision ◽  
Department Of Justice ◽  
Gas Industry ◽  
Foreign Corrupt Practices Act ◽  
Content Type ◽  
Perfect Storm

Theoretical basis This case is based on Weatherford International’s settlement with the Securities and Exchange Commission (SEC) and the Department of Justice (DOJ). Both the SEC and the DOJ were critical of Weatherford for its violations of the Foreign Corrupt Practices Act and for its “inadequate internal controls.” This case explores the Foreign Corrupt Practices Act (FCPA) violations and issues related to internal controls. Research methodology Case study. Case overview/synopsis This case is based on Weatherford International’s settlement with the SEC and the Department of Justice. Weatherford provided equipment and services in the oil and gas industry. Because international markets were growing faster than domestic markets, Weatherford made a strategic decision to pursue growth in international markets. The oil and gas industry has high levels of operating risk as did the countries that Weatherford decided to pursue operations in. However, despite the decision to take on additional risk, Weatherford failed to implement adequate systems of internal controls. The title of the case “A Perfect Storm” refers to Weatherford’s trifecta of operating in an industry with high levels of corruption risk, countries with high levels of corruption risk and failing to implement adequate internal controls despite those high operating risks (Department of Justice, 2013). Weatherford was ultimately assessed a $152m penalty for its violations of the FCPA that included bribery, volume discounts, improper payments and kickbacks. Complexity academic level Undergraduate and graduate auditing classes.

Clean development mechanism and carbon emissions in Nigeria

2019 ◽  
Vol 11 (3) ◽  
pp. 523-551 ◽  
Author(s):  
Sani Damamisau Mohammed
Keyword(s):  
Carbon Emissions ◽  
Clean Development Mechanism ◽  
Oil And Gas ◽  
Oil And Gas Industry ◽  
International Market ◽  
Government Policies ◽  
Gas Industry ◽  
Content Type ◽  
Gas Flaring ◽  
Nigerian Government

Purpose Carbon emissions from gas flaring in the Nigerian oil and gas industry are both a national and international problem. Nigerian government policies to eliminate the problem 1960-2016 yielded little or no results. The Kyoto Protocol (KP) provides Clean Development Mechanism (CDM) as an international market-based mechanism to reducing global carbon emissions. Therefore, the purpose of this paper is to analytically highlight the potentials of CDM in eliminating carbon emissions in the Nigerian oil and gas industry. Design/methodology/approach This paper reviewed the historical background of Kyoto protocol, Nigerian Government policies to eliminating gas flaring in its oil and gas industry 1960-2016 and CDM projects in the industry. The effectiveness of the policies and CDM projects towards ending this problem were descriptively analysed. Findings Government policies towards eliminating gas flaring with its attendant carbon emissions appeared not to be yielding the desired results. However, projects registered under CDM in the industry looks effective in ending the problem. Research limitations/implications Therefore, the success recorded by CDM projects has the policy implication of encouraging Nigeria to engage on establishing more CDM projects that ostensibly proved effective in reducing CO2 emissions through gas flaring reductions in its oil and gas industry. Apparent effectiveness of studied CDM should provide a way forward for the country in eliminating gas flaring in its oil and gas industry which is also a global menace. Nigeria could achieve this by providing all needed facilitation to realising more CDM investments. Practical implications CDM as a policy has proved effective in eliminating gas flaring in the Nigerian oil and gas industry. The government should adopt this international policy to achieve more gas flaring reductions. Social implications Social problems of respiratory diseases, water pollution and food shortage among others due to gas flaring are persisting in oil and gas producing areas as government policies failed to end the problem. CDM projects in the industry have proved effective in eliminating the problem, thus improving the social welfare of the people and ensuring sustainable development. Originality/value The paper analysed the effectiveness of Nigerian Government policies and an international market-based mechanism towards ending gas flaring in its oil and gas industry.

Research shows oil and gas companies could do far more to help female expatriates to mobilize dual-career strategies

2020 ◽  
Vol 28 (6) ◽  
pp. 21-23
Keyword(s):  
Oil And Gas ◽  
Oil And Gas Industry ◽  
Dual Career ◽  
Heterosexual Relationships ◽  
Strategic Choices ◽  
Gas Industry ◽  
Content Type ◽  
Employment Conditions ◽  
Career Strategies ◽  
Oil And Gas Companies

Purpose The purpose of this study is to examine how female expatriates mobilize couples’ dual-career coordination strategic choices to achieve their own and their partners’ desired career goals. Design/methodology/approach The researcher initially contacted 45 expatriate women in heterosexual relationships by email. More detailed interviews were done verbally with 20 of the women. The participants were asked to explain what actions they had taken, and also the effectiveness of any employer support, to maintain two successful careers Findings The women working were often angry and disappointed with their organizations’ lack of support for their dual career strategies. They adopted strategies of their own to further mutual careers while keeping relationships on track. One is to work with their organizations to secure favorable employment conditions that minimize periods of separation and, if possible, facilitate suitable employment for their partners. A second strategy is to develop personal tactics of cooperation and coordination Originality/value The results are a demonstration to the oil and gas industry that they need to do more to support dual career couples, or they will lose out on a lot of talent.

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