Professional Documents
Culture Documents
Course summary developed by Michelle McIntyre on behalf of Oil and Gas Fundamentals Oil and Gas Fundamentals 2012
THIS IS A CONFIDENTIAL SUMMARY OF THE CONTENTS OF AN ONLINE TRAINING COURSE FOUND AT WWW.OILANDGASFUNDAMENTALS.COM.
IT IS FOR THE REVIEW OF COURSE PARTICIPANTS ONLY AND IS NOT FOR DISSEMINATION COPYRIGHT RESTRICTIONS APPLY
The Fundamentals of Asset Integrity Management
Online Training Series Course Summary
Human integrity can be under pressure by organisational culture (integrity) it affects the
way people act in their day-to-day work. Examples of people working under pressure are
where they are working with groups and are exposed to a group behavior. Where
sometimes in a group it is common practice to deceive customers and ask for payment to
services that have not been delivered. Here now it is challenging for a person to act in line
with their personal values/integrity.
Not every employee will act accordingly the values - not every employee will act according
to values for one can be under pressure to act without integrity and this can be vice versa.
Leadership needs to assure that the way an organisational ethos in relation to the
collective values, for instance:
Are the values congruent with the companys needs, goals and resources?
What if managers are confronted with competing and ambiguous demands?
What is an organisation?
A structure is not an organisation. There are more requirements from an organisation than
just a structure. How the organisation will work is strongly related to the culture of the
organisation.
Values
You can say values are the sacred core convictions employees have about how they must
behave in the fulfillment of the organisation's mission. Which values are appropriate for
an organisation?
The values are really the fundamentals for the desired behavior - it is our ethical compass
You will find values in different forms - more or less detailed. The importance however is
that people will know what the organisation's intent is and what they expect from their
employees.
A lot of firms/companies have described and transformed the values to expected
behavior: e.g. code of conduct or in their management system.
Some examples of values are safety, respect, excellence, courage, one team for instance
Course summary developed by Michelle McIntyre on behalf of Oil and Gas Fundamentals Oil and Gas Fundamentals 2012
THIS IS A CONFIDENTIAL SUMMARY OF THE CONTENTS OF AN ONLINE TRAINING COURSE FOUND AT WWW.OILANDGASFUNDAMENTALS.COM.
IT IS FOR THE REVIEW OF COURSE PARTICIPANTS ONLY AND IS NOT FOR DISSEMINATION COPYRIGHT RESTRICTIONS APPLY
The Fundamentals of Asset Integrity Management
Online Training Series Course Summary
Leadership style is getting things done through our people its a kind of level or crowbar.
Leadership statement the most critical aspect of creating and maintaining integrity is
the behavior of the leaders
They have to set the example and if they dont, you will never succeed in implementing
organisational integrity. for the supreme power of leadership is integrity
Leaders have to encourage others to follow the values they need to spread the message.
The leverage effect in introducing and maintaining integrity is crucial. If the organisation
is prepared to sweep things under the carpet then maladjusted behavior will continue.
Staff must see that the organisation is doing something about it
It is clear that leaders need to reward those who act with integrity and correct those who
dont. If this is not done, we will never end up with the organisational integrity required.
Leadership styles
The first requirement of leadership is that they need to be the example,
Secondly, they need to stick to the values as everyone else of the company. Everyone
including management and leaders need to follow values. The following are some of the
elements and examples of these basic values:
Understand the business
o Know how you impact business integrity, decide based on facts, derived from
thorough analysis, structure your work effectively and efficiently, work
together cohesively across the group
Go for excellence
o Put always safety and health first, get results and profitable growth, apply the
companies best standards, take initiative / Come up with ideas and proposals
and learn all the time
Be responsible and accountable
o Do what you say, show respect and tolerance, speak your mind and listen to
others and demonstrate loyalty once decisions are made
Course summary developed by Michelle McIntyre on behalf of Oil and Gas Fundamentals Oil and Gas Fundamentals 2012
THIS IS A CONFIDENTIAL SUMMARY OF THE CONTENTS OF AN ONLINE TRAINING COURSE FOUND AT WWW.OILANDGASFUNDAMENTALS.COM.
IT IS FOR THE REVIEW OF COURSE PARTICIPANTS ONLY AND IS NOT FOR DISSEMINATION COPYRIGHT RESTRICTIONS APPLY
The Fundamentals of Asset Integrity Management
Online Training Series Course Summary
Course summary developed by Michelle McIntyre on behalf of Oil and Gas Fundamentals Oil and Gas Fundamentals 2012
THIS IS A CONFIDENTIAL SUMMARY OF THE CONTENTS OF AN ONLINE TRAINING COURSE FOUND AT WWW.OILANDGASFUNDAMENTALS.COM.
IT IS FOR THE REVIEW OF COURSE PARTICIPANTS ONLY AND IS NOT FOR DISSEMINATION COPYRIGHT RESTRICTIONS APPLY
The Fundamentals of Asset Integrity Management
Online Training Series Course Summary
o If they have high competence level and high commitment, we can delegate and
observe how they apply integrity in their daily business.
So choosing a Leadership Style in order to ensure that people follow the integrity principles so
that we can reward those who act with integrity and correct those who dont is really
important for leaders.
Introducing and Maintaining Values - How can we change the Values of People?
Attitude: What a person believes or thinks about something. E.g. is safety important
Behavior: How a person reacts or what they do in a given situation. E.g. always using
personal protective equipment
In the past, it was always thought that interventions were influencing the attitude level
(the values and norms) and these should influence behavior.
Now, studies have shown interventions influenced first the behavior, and then later on it
becomes the attitude level. We will change the behavior and then the attitude.
Now, a company that you may work for executes continuously, actions on safety
interventions. So if you're continuously faced with safety issues and everyone in your
environment adjusts or made adjustments, it really influences your behavior and later on
it tends to change you r attitude towards safety.
So to introduce integrity behavior culture - we need to do continuous interventions. If you
want to introduce safety behavior, then you need to take interventions and influence
actions which support safety. If you want the people to go for excellence, you need to take
actions that are supporting these values. For example, you need to implement trainings
that they can learn. The importance is that the people really feel that safety is not only an
expressed value statement but that its really translated into action - like its just only a
poster stuck up at the entrance or just words.
Course summary developed by Michelle McIntyre on behalf of Oil and Gas Fundamentals Oil and Gas Fundamentals 2012
THIS IS A CONFIDENTIAL SUMMARY OF THE CONTENTS OF AN ONLINE TRAINING COURSE FOUND AT WWW.OILANDGASFUNDAMENTALS.COM.
IT IS FOR THE REVIEW OF COURSE PARTICIPANTS ONLY AND IS NOT FOR DISSEMINATION COPYRIGHT RESTRICTIONS APPLY
The Fundamentals of Asset Integrity Management
Online Training Series Course Summary
Course summary developed by Michelle McIntyre on behalf of Oil and Gas Fundamentals Oil and Gas Fundamentals 2012
THIS IS A CONFIDENTIAL SUMMARY OF THE CONTENTS OF AN ONLINE TRAINING COURSE FOUND AT WWW.OILANDGASFUNDAMENTALS.COM.
IT IS FOR THE REVIEW OF COURSE PARTICIPANTS ONLY AND IS NOT FOR DISSEMINATION COPYRIGHT RESTRICTIONS APPLY
The Fundamentals of Asset Integrity Management
Online Training Series Course Summary
based on facts and figures and you may never present something without proper analysis safety behavior is so
obvious that you always put safety first.
This last stage is what you want to become if you want to introduce values. In this stage, will the behavior lead to a good
attitude level and it becomes an intrinsic value to the people.
Competence Management
What is Knowledge: The comprehension of how to do something e.g. Understanding safety concepts
What is Competency: The ability and skills to act. E.g. Ability to use the procedures
We need to be very clear what are the responsibilities and authority's requirements related to the job's content, but
also what are the specific desired behavior requirements additional to the company values.
It starts with role descriptions and derives from it the target profile. We do an assessment of the actual competence
level and describe the gap. Then we need to undertake actions to close the gap. We take decisions in training and
coaching etc... But we can also hire them is we dont have the capabilities.
So competence management is about closing the gaps and implementing the appropriate actions and to casting. The
job context must fit with the person's capabilities and vice versa.
Course summary developed by Michelle McIntyre on behalf of Oil and Gas Fundamentals Oil and Gas Fundamentals 2012
THIS IS A CONFIDENTIAL SUMMARY OF THE CONTENTS OF AN ONLINE TRAINING COURSE FOUND AT WWW.OILANDGASFUNDAMENTALS.COM.
IT IS FOR THE REVIEW OF COURSE PARTICIPANTS ONLY AND IS NOT FOR DISSEMINATION COPYRIGHT RESTRICTIONS APPLY