Abu Dhabi National Oil Company Management Essay

Abu Dhabi Country wide Oil Company is the largest company in the country that is working in energy related sector. It is owned by state. It was formed in 1973 and it is responsible for providing oil domestically as well as on international entry. It is a company that centers a great deal on energy and oil. State has relied deeply on his company for proper usage of the country's main resources. (ADNOC, 2012) ADNOC group manufactures and carry includes wide selection of petrochemicals and other products. These businesses have broad functions and perform key responsibilities such as exploration and development of oil. Their activities derive from oil refining and gas processing. ADNOC group provides support services to advertise their appreciated products. (ADNOC, 2012) The primary objective of ADNOC is to find, extract and eventually market the merchandise on countrywide and international level. Major companies of the world have signed up with hands with ADNOC and have inserted into a $50 million deal with the business. The efforts of organizations are concentrated on discovering and rigging of undiscovered areas to improve their businesses. The major aim and responsibility is to develop permanent and sustainable energy growth in the country. The government evidently understands the importance of oil and is also highly investing upon this sector for constant improvement.

UAE has opened opportunity for one third of the most notable twenty oil and gas industries in your community. (Canty, 2011) The Shah Sour gas job which will be completed by 2014 will demonstrate highly significant. With upsurge in duration of time, UAE certainly will emerge as a major power in international market. ADNOC has significantly progressed within the last years and many new companies have been produced as a part of development of the business. ADNOC is the world's greatest company as far as oil reserves is concerned. It includes two oil refineries and many subsidiary companies that happen to be operating upstream as well as downstream (ADNOC, 2012).

Abu Dhabi countrywide company is raising the pub by producing 2. 7 million barrels of each day. The group contains several networks of companies. Abu Dhabi Company for onshore businesses (ADCO) is increasing its level in exploration, development, development and carry from onshore fields. Abu Dhabi marine operating company (APMA-OPCO) performs a significant role in exploration, extraction and export from just offshore fields. Zakhum development company (ZADCO) has been operating in top Zakum, Umm ul Dalkah and Satah just offshore fields. The production and development of liquefied petroleum products has constantly increased as Abu Dhabi gas industry Limited (GASCO) has been founded to handle certain requirements (GASCO, 2012). Abu Dhabi refining company (TAKREER) performs an important part in refining of crude petrol, development of sulphur and travelling of and gas products (TAKREER, 2012). There are several other important companies that are operational for exploration and development of services. Abu Dhabi nationwide tanker company (ADNATCO) and national gas shipment company (NGSCO) is accountable for vehicles for petrochemical products domestically and internationally. It is an extremely important group and it is the backbone of essential oil economy in the country. The group has been able to develop on a larger scale as several other companies are also founded. Significant successes have been made in exploration of coal and oil simply scheduled to extra ordinary policies of the organization.

Abu Dhabi countrywide engine oil company is bringing up the pub by producing 2. 7 million barrels of each day. The group involves several systems of companies. Abu Dhabi Company for onshore operations (ADCO) is increasing its level in exploration, development, development and move from onshore domains. Abu Dhabi marine operating company (APMA-OPCO) performs a major role in exploration, extraction and export from offshore fields. Zakhum development company (ZADCO) has been operating in upper Zakum, Umm ul Dalkah and Satah offshore fields. The development and development of liquefied petroleum products has constantly increased as Abu Dhabi gas industry Small (GASCO) has been founded to address the requirements. Abu Dhabi refining company (TAKREER) plays an important part in refining of crude petrol, development of sulphur and transportation of and gas products. There are several other important companies that happen to be operational for exploration and production of services. Abu Dhabi nationwide tanker company (ADNATCO) and nationwide gas shipment company (NGSCO) is responsible for travel for petrochemical products domestically and internationally. It is an exceptionally important group and is also the backbone of engine oil economy in the united states. The group has had the opportunity to extend on a more substantial scale as several other companies are also founded. Significant accomplishments have been manufactured in exploration of and gas simply anticipated to extra regular policies of the organization.

There three major products of Adnoc are diesel, gas essential oil and petrol and many other products that are to be specifically found in automobiles and several locomotives. They are extremely important products whose demand is persistently increasing with the duration of time. With increase in industrialization as well as improvement in the sector of auto industry better emphasis is laid on increasing the supply of ADNOC products to bridge the space between the demand and supply. However, because of the economic stable environment and the resource fullness of UAE in the field of oil, the prices of these commodities have generally been very secure over the amount of years.

The organization prefers to tightly monitor the prices of its components in order to ensure that the utmost people utilize their products. The opportunity of robust development in the field of professional development as well as in the field of auto revolution has been optimally utilized by the organization to be able to secure maximum benefits.

However, the administration keeps a deep check up on the international petrol economy and designs its pricing strategies in order to avoid almost any imbalance the current economic climate. The prices of oil and related materials are dictating the socio-political scenario in today's world, therefore it is considered to be very important.

Interview

Mr. Muhammad S. Al Qubaisi

The interview was conducted with the manager of human tool office, Mr. Muhammad S. Al Qubaisi. The aim of the interview was to analyze the management of human resources and understand the policies of ADNOC group in light of modern tendencies and requirements. (ADNOC, 2012) The interview was done to know about training and development required to improve skills in the workers. The duration of interview was of 1 hour.

Arafat Al Yafei

Mr. Arafat Al Yafei is portion as a development manager in ADNOC. He is offering several tasks that are generally aimed at improvement of culture by controlling details of skin tightening and and nitrogen. Mr. Arafat has been an instrumental and highly productive personality in ADNOC. He is also the chairman of the society of Petroleum engineers and he has extreme know-how over collection, transfer and exchange of information. He has been providing amazing services in improving the complex and professional competence of the users.

Training

Q) What exactly are the types of training - inside, external or both? Give details.

Mr. S. Al Qubaisi) ADNOC has been actively pursuing several training and development activities over time for the purpose of inculcating new thoughts and ideas in the heads of the individuals. Highly world class and sophisticated classes are educated to the individuals. They are given an possibility to broaden their knowledge by mailing them overseas as well as training them in the neighborhood centers. State of the art technology can be used in the incorporation of several development programs to prepare the workers regarding to modern tendencies. There have been several initiatives such as competence guarantee management system. It is a system based on several courses and programs which is aimed at raising the grade of skills present in the workers. It really is aimed at increasing the performance level of workforce in order that they could contribute in an effective manner to the petrol economy of the united states. The focus of this program is mainly on the recently hired staff so that business will not face almost any insufficiency in the performance benchmarks. ADNOC scholarship programs are an incentive to discover and polish the uncooked talent to be able to polish it for future aims and objectives. Individual resource management of our own company in addition has started Glenelg school of Abu Dhabi which provides excellent education. ADNOC complex institute has shown to be of extreme importance. It is a vocational training institute which advances key potential in teenagers. Over time, it has managed to train countless people. Job instructional training is also provided by the business to the trainees to maximize their interest and increase their scope in neuro-scientific energy sector. Petroleum institute has been developed with the collaboration of Japan Oil Company, Shell and Total. It offers provided tremendous opportunities to many people in conditions of education in the field of energy sector. It is one of the leading educational and research center initiated by using several global partners. The focus in addition has been to promote nationals in the task force because it is the supreme opinion of the business that nationals must get a chance to contribute in the uplift of the united states.

Q) How does the organization make a decision which kind of training should be given?

Mr. S. Al Qubaisi) the progress and growth of the industry are necessary factors that determine and govern working out and developmental activities. The business needs the succession planning the most when it is undergoing several problems. These include results of retention risk examination which exhibits the time of departure of folks. It is required the most to fill the space in event of fatality of employers, the resignation of employers so that there is no gap left. The identified time to complete a suitable post, therefore corporation must have a proactive method of deal with it earlier. It is also required the most when professionals declare that they desire a person to be promoted in the organization. Additionally, it may confirm helpful in situations when the personnel claim that campaign decisions are being biased.

Q) Who obtains training? Managerial or non-managerial?

Mr. S. Al Qubaisi) the organization is deeply committed to regular improvement and advancement of its activities related to the development, development and the development of industry. It seems strongly dedicated with the vision of emirati government to enhance the procedure of Emiratization. Only, for this reason factor training is given to all the people relating managerial and non-managerial staff along with the young emirati students in order to develop their interest in the field of coal and oil.

Q) How does the business decide which employees will attend?

Mr. S. Al Qubaisi) The individual resource management deals with the all kind of training and development programs within the organization. Succession planning is known as to be of paramount importance. Company is positively involved in the investment for skill and development programs of employees. The business is extremely committed in development of proactive and skilled workforce which can rise to expectations and meet up with the challenges based on the diverse needs of the global requirements. Several initiatives have been taken over the years. Competence confidence management system is the major activity targeted at encouragement and prep of personnel to get them ready for the rising global needs and requirements.

Q) Does indeed the staff have a choice in the kind of training he/she will get? If yes, how do they request working out?

Mr. S. Al Qubaisi) Working out and developmental programs are believed to be extremely compulsory for the business. The management believes that the area of improvement is present in every section and at any point of time. These activities are necessary and everything the individuals are deemed to learn new methodologies related to skill advancement of people. However, there question to not go to working out is accepted on serious medical or personal grounds.

Q) Who provides training? Internal or external people?

Mr. S. Al Qubaisi) The organization has ensured it consists of the best and most talented people to train and develop the staff. The personnel from Japan and Germany along with other multinational companies is constantly employed in training of the children in a variety of vocational and training institutes. The training and development programs at ADNOC are aimed at developing an extra regular capacity in the employees to rise beyond the new problems. Human resource management helps to keep several factors in account while designing, conducting and evaluation of training programs. The major factor is implementation of succession planning through these trainings which can lead to growth of ADNOC beyond horizon.

Q) Where will it happen? On-the job, school room, or externally etc. ?

Mr. S. Al Qubaisi) working out and development programs are launched in school rooms in the form of several vocational and training institutes. Young nationals can be found various programs throughout their educational life which could prepare them in an active and extremely efficient manner for the contributing to the oil economy of the united states. There are routine external programs as well aimed at proper training and nourishment of people.

Q) How often does indeed training take place in the organization, on average?

Mr. S. Al Qubaisi) The vocational and training institutes of ADNOC offer educational programs targeted at creation of big pool of talented individuals arise throughout the year, whereas the in-house training and development programs are initiated on regular basis, normally daily habit and planned on every month basis.

Q) What is the effectiveness of the training (Just how do they assess if performance has increased after training)?

A) The main element standards of effective training is examining of company's goals and then placing a benchmark, a desired level to be reached. The periodic analysis of the trainees, in terms of software of moved knowledge in the work plays an exceptionally significant part in highlighting the conditions for effective training. With regular analysis and regular training of an individual. Group can ensure that its goals are fulfilled. The accountability at every part is extremely essential in the business to ensure that the merit prevails completely. Utmost necessity.

Q) What are the Issues/problems experienced by the business with today's system.

Mr. S. Al Qubaisi) The organization is facing serious problems and risks in the monitoring and planning of training and development programs. Since, the federal government has imposed serious instructions on inducting Emirati nationals in the labor force. The Emirati's are extremely less talented than the expatriates, therefore satisfying their training needs and requirements require higher degree of efficient planning which portions to be a huge challenge. Secondly, the rising impact of global need and the pace of globalization tend us to identify the new requirements of working out mechanisms and methods and we perform our training straight in accordance to prospects requirements.

Orientation

Q) Does the business give new employees orientation?

Mr. S. Al Qubaisi) The organization treats its employees with honor and dignity. They consider this thing as incumbent part to develop long and sustainable relationships with the labor force. The orientation is conducted in order to aware and familiarizes the employees about the work ethics and work environment.

Q) When is it given, how soon after they join the business?

Mr. S. Al Qubaisi) The orientation is generally organized on your day when an individual joins the business. Since, organization believes greatly in the efficiency related to the performance of the personnel. Therefore, they contemplate it as their top priority to fully provide the talented individuals the required knowledge and competence.

Q) Who offers this orientation?

Mr. S. Al Qubaisi) The individual resource manager is considered to be an exceptionally ideal person to provide the orientation. This is due to the reason that the human resource administrator is the most able one who possesses the enough knowledge regarding all the rules and legislation of the organization. After the conclusion of orientation by HR administrator, the staff is described line manager who give a further in depth research regarding all the problems related to the performance of the work.

Q) Just how long is the orientation? Half day, full day, longer?

Mr. S. Al Qubaisi) The length of the orientation protects more than half of your day credited to variety of issues and factors. The comprehensive orientation is done in order to ensure that the personnel knows every single aspect of the organization. The aim and goals of the organizations are completely shared in order to make a distributed value.

Q) What will the orientation program covers?

Mr. S. Al Qubaisi) it covers awarding the employees about the protocols and the rules and laws of the organizations. The personnel is advised about the occupation procedures and strategies that could lead to benefit and advertising of employees. The salary and many promotional plans along with training and development programs are also told to the individuals.

Career Development

Q) Does the business provide any Job Development for employees?

Mr. S. Al Qubaisi) Yes, certainly, the business comes with an extremely successful and highly proactive human being resource section. The human tool department is consistently engaged in implementing strategies targeted at wellbeing and development of the humans. The organization introduces and provides several opportunities targeted at the general uplift of the profession of the employees. They are given road map concerning where they need to see themselves in the a long time. The process of career development means that new graduates are hired who are then further pressed to the position of their desired criteria and aspirations.

Q) If yes, which methods do they use to provide this?

Mr. S. Al Qubaisi) First of all, a prospect is given a target job. The prospective job is straight in accordance with the competency and is related to the training of the individual. A person development plan is developed by the organization to lead a person towards the targeted job. The individual development plans quite simply specify that what kind of classes are to sorted out in order to ensure better career development of people.

Another essential requirement of the job development programs are the professional courses face to face as well as off the work. The employees receive chance to work in diverse and complicated situations in order to stand out in the field.

Conclusion

The training and developmental programs within the organizations are of extreme importance responsibility to boost and over haul the machine to meet the growing needs of the organization (Stephen, 2001). It is a mechanism of evaluating the skills and aptitudes of interior people in the business and it is a strategy to replace them with the prevailing talented individuals. These insurance policies hold a significant key to employ all potentials to be able to ensure progress and development of company (HRM, 2007). It really is a continuous technique done to be able to ensure that true person is focusing on the appropriate post. Various companies have adopted proactive management strategies that have led to lasting development of the organization. Similarly orientation and development programs are really important in creating a highest amount of sense of awareness in individuals (Snell. Bohlander, 2012). Job development must be inspired. The organization must send its employees in another country for higher training.

Interview

Leadership and team Building

Q) Would you take into account the company to have "market leaders" or "managers"? Explain why you possess this view.

Mr. S. Al Qubaisi) The organization must ensure it has market leaders in its organizational composition who can successfully deal with various intricate situations with extreme delicacy. Market leaders have deep give attention to the people and they're more eager and considering the long term sustainable growth of the business. They have an extended and comprehensive eyesight and everything the strategies they formulate are directly in accordance with the following of the vision of the organization. They demand consistent change and improvement in the organizational composition which is the best basis of success and expansion of any company.

Arafat Al Yafei) in the ever changing world, designated with globalization and monetary recession. There is a strong desire and need of formulate short-term ideas and strategies as well. Therefore, managerial style of leadership is known as to be the most important and crucial sensation. This is because of the fact that professionals have short-term focus directed on setting up of goals. They are really more involved in setting up of techniques and timely measuring and monitoring them on steady basis.

Analysis

The managerial varieties of both managers will vary. One encourages that the organization must be led in a manner that should be targeted at sustainable development. The other is of thoughts and opinions that the short term goals must be stored into focus rather than long-term goals.

Q) How might you describe the managers' main behaviour (job vs. marriage) and behaviors (command style)?

Mr. S. Al Qubaisi) the behaviour of the authority can be categorized into duties and relationships. The sort of skills related to the performance of duties are more targeted just on resolving the task which is less concerned with interpersonal areas of the patterns of the person. The partnership style deeply focuses on the interpersonal aspect of the leadership rather than on the responsibilities performed. There are various styles of management that assist in the performance of the related task. It offers autocratic, consultative and participative design of leadership.

Arafat Al Yafei) there are three styles of leadership referred to as autocratic, consultative and participative varieties of leadership. The partnership of these duties package with the performance of the jobs rather than the social skills, whereas the relationship related attitudes entirely be based upon the interpersonal aspects and qualities of leadership somewhat than performance of the jobs.

Analysis

There can be an agreement of view that the duty relation operations are more focused on the attainment of goals whereas romance related attitude is merely related to social satisfaction of the individuals.

Q) What methods/strategies are being used by the managers to empower employees?

Mr. S. Al Qubaisi) The empowerment of employees within an important and important practice and it includes far reaching outcomes. The empowerment of individuals only contributes to the betterment and uplift of the business. The empowerment of the employees can be satisfied and attained by delegating responsibilities. They could be actively involved in the decision making functions, in simple fact, they are encouraged to perform participative style of management and management.

Arafat Al Yafei) for the uplift and raise of any business, it is considered as a vital part to enable the employees. The induction of better trust levels within the complete pool of staff will in simple fact lead to the entire enlargement and maximization of the performance of people. There are many strategies that must be incorporated targeted at the empowerment of people. These involve transferring and sharing of tasks with better level and balance. The most notable management must actively involve the lower staff in the decision making processes. These steps will ensure the work of the employees.

Analysis

It is a universal opinion that the road to the genuine prosperity lies in offering autonomy to the employees in the work environment. There has to be extremely cordial and friendly environment in ADNOC where all sorts of exchange and interchange of information must be conducted.

Q) Are their authority styles constant or could it be contingent upon situations?

Mr. S. Al Qubaisi) the command styles are normally consistent amongst leaders in the organization who are strongly aspirant for the long-term and sustainable development of the organization. Uniformity in this style is of greatest importance

Arafat Al Yafei) the leadership styles need not to be regular but must be alternatively contingent. This is primarily due to the fact that contingency approach to the leadership is considered to be the very best one because in this style leaders use all the internal and external situational forces to set-up a better and maximum strategy.

Analysis

There is a notable difference in opinion as you manager is convinced that style of control must be consistent and other believes that the style of leadership must differ in accordance with the situation.

Motivation

Q) Does the organization sufficiently support each one of the drives identified in four-drive theory? Does the organization apparently keep the four drives in balance?

Mr. S. Al Qubaisi) The four drive theory identifies the eagerness towards acquiring, bonding, learning and defending. The theories related to acquiring, bonding and learning will be the pro-active ideas. Whereas, the theory related to defending is considered as the reactive theory. The business of ADNOC considers drive as an extremely incumbent and essential process of their technique to stand out beyond horizon. It will keep several considerations at heart along with the four drive theories. These theories are usually related to acquiring, bonding, learning and defending. The management has reach the perfect balance between these four drives. They have got provided them with extra typical benefits in form of bonus deals and financial rewards. The training and workshop programs have been initiated to fulfill the zero the individuals by offering them chances to teach in the best organizations like Schlumberger. The communal network of the individuals have faced constant enhancement as the ADNOC has been able to build up its comprehensive network in the major areas of UAE. However, it offers adopted an insurance plan of self-reliance in neuro-scientific coal and oil as it considers oil as the biggest threat and obstacle that can destabilize the market of the country. Therefore, the management has made certain that it retains all the steps needed necessary for keeping a balance between all the drive ideas. In order to ensure successful progress and development, the organization must ensure which it attacks a perfect balance between all the ideas to be able to ensure optimum growth.

Arafat Al Yafei) the four drive ideas are extremely pertinent and highly relevant to ensure the systematic development and expansion of the business. It's the vital responsibility of the organization to ensure a perfect balance is present between the motive to acquire, learn, bond and protect. The management at ADNOC does its best to satisfy the wishes of the individuals. The folks are given complete assistance in shaping and formulating of the developmental ideas of the individuals. The organization has provided profound and complete support by starting various learning programs because of its employees. The bonding is highly encouraged as it is one of the major drive pushes. The balance is perfectly proven in order to ensure perfect performances of the individuals.

Analysis

There is similarity because related to the execution of the four drive theory combined with the consciousness of the fact that appropriate balance must be set up between most of them.

Q) Which categories of extrinsic and intrinsic rewards does indeed the business emphasize on the most? Which categories receive the least emphasis?

Mr. S. Al Qubaisi) The management of ADNOC considers promotion of staff as the best extrinsic motive targeted at influencing and motivating the personnel to perform within an optimal and intensely useful manner. The intrinsic factors include the individual desire of an person to demonstrate performance in an efficient manner to contribute for the wellbeing of the business. It includes the inner satisfaction and enjoyment of folks in learning new diverse ideas. The extrinsic factors tend to be more subjective plus they gain more interest. However, real progress of the organization can never be achieved without satisfaction of an individual in the task which he or she is performing.

Arafat Al Yafei) the motivational drive of people is influenced by extrinsic factors which are very materialistic and intrinsic factors that are related to the fulfillment of specific needs and dreams of the people. The extrinsic factors receive remarkable importance and the business puts great top priority in presenting promotional packages and allowances to the people.

Analysis

Extrinsic factors dominated by upsurge in pay, promotional activities along with many other benefits are the major source of creating high level of motivation among the employees.

Q) Discuss other ways of motivation employed by the organization. Apply each method to a relevant inspiration theory?

Mr. S. Al Qubaisi) The organization motivates the staff by sending those to various important coal and oil establishments like Schlumberger, aimed at enhancing and developing of the specialized skills of the individuals. The Maslow theory plainly shows that once all certain requirements and needs of the folks are fulfilled, they aim at learning more. The management of ADNOC offers top priority to the scholarship programs and the individuals are send abroad based on various programs which greatly motivates them as well as the rest of the staff to execute in an astonishing manner.

Arafat Al Yafei) the management uses various techniques to be able to ensure that the personnel under training is motivated to execute well. Several orientations are conducted that obviously illustrate the road map of profession development of the individuals in the business. The Maslow theory can be utilized for example here, simply because of the fact that after the needs and the requirements of people are stuffed, they get an increased motivation to stand out in a perfect manner.

Analysis

The offering of varied scholarship programs and conduction of useful seminars have resulted in higher amount of motivation among various employees in the ADNOC.

Q) Discuss efficiency of the methods in the business?

Mr. S. Al Qubaisi) these procedures are actually extremely effective and ideal for the overall benefit of the organization. They have resulted in a more substantial amount of workforce who are usually more actively employed and involved in training and development programs. The upsurge in larger labor force has proven to effective as firm has been able to launch many chains of its business that are multiply over a wider range in country.

Arafat Al Yafei) these organizations have followed several motivational techniques that have generally helped and led the society in an extremely able manner. The scholarship programs seduced much larger amount of audience which added in a confident manner in motivating folks. This led to the extension in workforce and progression of sectors on an exceptionally wider scale.

Analysis

The high scale growth and ever increasing enlargement of ADNOC group is itself manifestation of the potency of motivational programs.

Q) Discuss issues/troubles experienced by the business with these methods?

Mr. S. Al Qubaisi) the issues and challenges experienced by the business have been very minor. The induction and drive of Emirati individuals has been one of the biggest challenges. Given that they have are less hardworking and theoretically below par when compared with other citizens, so it has emerged as a greater challenge.

Arafat Al Yafei) medical and basic safety concerns are one of the primary issues that have been faced in motivating the employees. This is because of the reason that exploration of petrol is a hardcore job which requires outstanding amount of skill and expertise. So motivating visitors to do this kind of work, within an area dominated by industries where individuals can have wide selection of options is seemingly difficult.

Analysis

Both of the professionals are of thoughts and opinions that they have faced several troubles such as molding and motivating of staff specifically Emirati nationals who are not that hard working as Asians or other expats.

Conclusion

The leadership is an extra regular quality that helps in developing and inculcating and imparting good worth and skills in the workers (Moran, 2012). Market leaders possess the capabilities to motivate the employees. They must not develop an autocratic or a rigid style of management but should in reality generate a conducive atmosphere in which every person will need to have the to express his / her ideas within an extremely available and extensive manner (T Shah). The organization must motivate the staff by guaranteeing them of some percent share in the entire monthly income of the organization (Kendra, 2012). The management must conduct seminars targeted at overall improvement of individuals. The seminars must spark highest level of interest within the employees working in the organization.

Interview

Organizational Change

Q) Provide a detailed information of a significant change that has taken place in the organization in the recent past. (If a significant change hasn't taken place, discuss any changes which have occurred.

Mr. S. Al Qubaisi) since its creation in 1973, the organization has undergone major organizational changes in the recent past. From as an business that was entirely reliant on exploration of petrol and its own exportation. It offers covered a long distance and is now operating on shore as well as off shoreline. There were significant organizational changes which may have happened in ADNOC. The major organizational change in ADNOC can be plainly seen in the amount of various sub companies and organizations that are operant in UAE and providing services related to oil and gas. There were several organizations such as Abu Dhabi marine operating company (APMA-OPCO) that is playing a major role in exploration, extraction and export from just offshore domains. Zakhum development company (ZADCO) has been operating in higher Zakum, Umm ul Dalkah and Satah offshore fields. The development and development of liquefied petroleum products has constantly increased as Abu Dhabi gas industry Limited (GASCO) has been founded to handle the requirements. Abu Dhabi refining company (TAKREER) plays an important part in refining of crude olive oil, production of sulphur and travel of and gas products. The development of the organization is clearly visible by means of various companies such as Abu Dhabi nationwide tanker company (ADNATCO) and national gas shipping and delivery company (NGSCO), which is accountable for transportation for petrochemical products domestically and internationally. It is an exceptionally important group which is the backbone of petrol economy in the country. The group has had the opportunity to increase on a larger scale as other companies are also founded. Significant organizational changes have been encountered by the business since its launch several years ago.

Q) Give a detailed description of environmentally friendly and /or organizational stresses that may experienced an result/impact indicating a need for this change that occurs. Provide explanations.

Mr. S. Al Qubaisi) there were significant factors which may have been extremely instrumental in triggering organizational changes. These changes are driven an governed by variety of key factors such as Fashion Pressures, Mandated Pressures, Geopolitical Pressures, Market Decline Pressures, Hyper competition Pressures, Reputation and Credibility Pressures.

The increasing tendencies of urbanization have forced the upsurge in the resource and production of petrol related commodities that contain in fact augured in the shape of organizational changes. The geopolitical factors are obviously observed from the trend that several Arab countries are self-sufficient in petrol. So ADNOC has to travel a supplementary mileage in increasing its productions to build up a greater level of competitive advantages over others. ADNOC is the major supplier of petrol in the Arab and Asian countries. Therefore, it is constantly improving and broadening its services by starting various companies all over the region. ADNOC has great credibility in the united states as it hires fresh graduates and provides them a good street to career development. Therefore, ADNOC has presented organizational changes in order to cope with the requirements of the industry.

Q) Give a detailed information of how the change was applied?

Mr. S. Al Qubaisi) The forming of ADNOC in 1973 was a well conceptualized and created idea that laid the foundations of the engine oil economy in UAE. With all the duration of time, an increasing trend was seen and many other sub companies surfaced from the genuine ADNOC group. These businesses were the only real provider of coal and oil related commodities in the UAE. As time improved and the organization kept on proving its worthy of, the change was inescapable. The organization launched various companies all over the UAE. The main factor that performed an integral role in contributing to the change was succession planning.

Succession planning has many perks. It develops an extremely competitive environment. It really is an important and useful process which can ensure long-term development. It prepares people for future challenging activities and so provides stableness to the business. It ensures satisfactory copy of knowledge throughout in an group chain. It creates an exceptionally positive effect on job satisfaction and also shows helpful in growth of the company. It helps in recognition of deficiencies and allows an organization to adopt a preemptive strategy. This plan helped in expansion of the market sectors in UAE.

Q) What management style does indeed this indicate the management was pursuing?

Mr. S. Al Qubaisi) The management has implemented the participative design of leadership in the organization. All the rules and types of procedures in the organizations have been designed by following process where exchange of information and ideas is highly prompted. Democratic market leaders make the ultimate decisions, nevertheless they include associates in the decision-making process. They encourage ingenuity, and team members are often highly engaged in projects and decisions. There are many advantages of democratic leadership. Team members tend to have high job satisfaction and are successful because they're more involved with decisions. This style also helps develop people's skills. Associates feel in control of their destiny, so they're encouraged to work hard by more than only a financial compensation.

Q) Give a detailed description of the resistance (if any) displayed by employees and how management dealt with it?

Mr. S. Al Qubaisi) the employees were sometimes unwilling to adopt training and development programs as they thought these programs were significantly beyond the range of their learning functions and expertise. The business encouraged Emiratization however the Emirati individuals find greater amount of reluctance in understanding intricate degree of computer aided learning and high performance programs.

Q) Suggest a strategy that might have been used to lessen employee level of resistance?

Mr. S. Al Qubaisi) The real human resource office of ADNOC adopted and instituted a well thought and highly conceived act of developing separate individual development programs for the wide selection of individuals. The programs were developed in order to ensure that the employees could actually learn and develop and donate to the process of organizational development without any kind of discrimination.

Q) Was the change applied effectively or not - give evidence to support your answer?

Mr. S. Al Qubaisi) The change was integrated successfully. One can certainly say this by looking at the extensive network of ADNOC group of companies within UAE. The starting of ADNOC training institutes along with other programs such related to on job development and off job development helped effectively and added within an extremely positive manner in the uplift of the organization. These factors have led to a positive manner in guaranteeing success of the organizational change.

Conclusion

Organizational change is very important in maintaining an organizational purpose, values, and vision (Margaret, 2009). Leaders must established the example by living the components of culture: values, behaviors, measures, and activities. Ideals are meaningless minus the other elements. The control must considerable attempts in order to transform the organization (Pearson, 2011). They need to adopt special types of procedures and codes of conducts which have brought an efficient change within the business (Mary, 2006). The leaders must possess great matter on the value of health and ensured strict measures within the organization. That is to ensure that other folks working in the organization do not acquire any observeable symptoms.

The leaders in ADNOC were efficient and experienced people who altered the organizational culture through their satisfactory specialized knowledge and experience. They lead by example and acted as role model for the learners. They possessed the fantastic ability to instruct and made employees understand different aspects with great ease.

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