It is very important to note that the individual strengths and weaknesses are indeed very important to measure the development of the careers. The elements that are crucial to measure the development of the individuals can be found in Gallup strength tests. There are 16 components in this gallup strength test. These are leadership, curiosity, balance, ambition, optimism, determination, salesmanship, purpose, resourcefulness, integrity, strategic thinking, teamwork, risk taking and self motivation. The scores that I have received are quite effective and helpful for me to get to my desired success (Tordo et al. 2013).
The Johari’s window model is also a very important tool to measure the strengths of myself. There are four quadrants of the model and they are free or open area, hidden area, blind area and unknown area. In the first area or the free or open area, I am very strong in the knowledge gaining, showing my skills and views for my overall development and showing strict behavior when I will need it the most. However, I would have to gain the knowledge about my new team members and show them the skills they will need to cater to the needs of the organization (Tordo et al. 2013). I have realized that I will have to increase my self-awareness about the incidents that will take place in my surroundings. I have to motivate myself in different areas as well. However, my strength lies in the teamwork with my team members and achieve the goals together.
These theories and models will surely work in alignment with the development of my overall career aspirations (Cruz and Krausmann 2013). My career aspiration is to be a successful professional in the oil and gas industry. A successful professional means that I will have to demonstrate my skills like communication, teamwork and others for the best interest of my career development (Cruz and Krausmann 2013). I know I will have to improve my adaptability and balance in the organization so I can adjust with the difficult situations that arise within the organization. In this manner the model of Gallup strength will indeed be helpful for me. The blind area in the Johari’s Window model can help me by making me understand the strengths and weaknesses of all my team members (Saxena 2015). I have learned from the personality Gallup strength test I must stay positive in all the situations that arise within the organizational context. Apart from that I have learned to I must increase the integrity with all of my team members and work accordingly. These things will be very much helpful for me since I believe that I can improve my skills to be at the top of the best companies in the oil and gas industry.
The sector that is being discussed in this paper is the oil and gas sector in the United Kingdom. The two companies that have been chosen are Murco Petroleum and British Petroleum. The first one is a local UK based oil and gas company and the second one is a famous multinational oil and gas company. The values and ethics of the company are very much important for the market success and reputation of the company (Quinlan, Swain and Vella-Brodrick 2012). The deontological theories will be important to be implemented in this sector since the appropriate business should be conducted here properly. The oil and gas sector should practice this theory to ensure the perfect operations in the industry.
British Petroleum is one of the biggest oil and gas companies in the international market. The headquarters of this well reputed oil and Gas Company is located at London in the United Kingdom. The company was founded in the year 1909 (Bp.com 2018). It has numerous service stations all across the world to provide the best resources to the common people. The Chairman of the company is Carl-Henric Svanberg (Bp.com 2018). The company has always provided the best ways for the sustainability of the company. The public relations of the company has been a very important priority for the company. The various downstream activities of the company like the refining, manufacturing, marketing, transportation and others have been very effective for the company (Louis 2012). The logistics and supply chain activities of the company have been much effective as well. The primary target of the company has been on the emission of low carbon energy.
The values and ethics have been very important factors for the overall success of the organizations. Some of the values they have always focused on safety of the customers and employees, respect to all the stakeholders, excellence for learning and developing new strategies, courage for what they do and working as a team. They are always inclined to think about the health and safety of the environment and ensuring a non-hazardous business operation (Asplund and Blacksmith 2012).
Murco petroleum is one of the most evident local and regional oil and gas companies in United Kingdom (Murco.co.uk 2018). The organization was founded in the year 1960. The various products that they provide to the customers are natural gas and LNG. There are various fuel stations all over the United Kingdom. They also produce the oil refining and chemicals that are indeed very important for the customers as well. (Murco.co.uk 2018).
The importance of maintaining the values and ethics are also the same for Murco Petroleum just like the previous company British Petroleum. The company takes the ownership of their activities (Asplund et al. 2014). They are indeed accountable for all of their business activities. One of the most important things they have always focused on is their performance management. They like to measure the overall performance of their employees and the subsequent achievements. They make strict decisions in meeting the desires of their customers. On the other hand, the company has also focused on ensuring the use of the environment friendly raw materials. The employees are trained to maintain the codes of conduct alongside their honesty and integrity (Hillson and Murray-Webster 2017).
The values and ethics of the two companies are very important for me to think upon. However, I believe that honesty and integrity while carrying out my work will be very important for me to develop as an honest person. In this light my values and ethics definitely match with that of Murco Petroleum. The team work has also been another important factor that will be important for me to carry out perfectly is the team work (Benjaafar, Li and Daskin 2013).
I believe that we should always work with the proper passion and integrity and achieve the objectives of the organization. In my opinion, the ability to learn the new strategies and frameworks will indeed be very much important for the progress of the organizations. The rule-based ethical theory should be followed by me to stress on the activities of the stakeholders and manage them properly (Laurent, Olsen and Hauschild 2012). The Virtue-based ethical theory would also be significant since it would lead me to take the proper actions amidst the several difficulties in the organization. The positive decision making is also very crucial as well. I would surely want to establish a sense of trust with the people with whom I would be working with. These values and ethics will be helpful enough for me indeed (Goetsch and Davis 2014).
I will try to have the exact knowledge how the oil and gas industry operates all over the globe. I should be very much competitive and have the latest information about the growth in my chosen oil and gas sector. I will develop my skills because new things are coming up in the industry and changes are being inevitable. I will have to positively adapt to these changes if I want to survive in this industry.
I will have to look through the websites of the different leading companies of the oil and gas industry so I can be able to know the ways they operate and the main reasons for their overall success. I can also read out the articles and magazine published by the companies as their CSR activities. These steps will surely strengthen my skills indeed. These things will help me to know which companies are dealing with the environmental issues in the best ways and which companies are making the best profits by providing the best services to their customers (Bello 2012).
References
Asplund, J. and Blacksmith, N., 2012. Productivity through strengths. In The Oxford handbook of positive organizational scholarship.
Asplund, J., Agrawal, S., Hodges, T., Harter, J. and Lopez, S.J., 2014. The Clifton StrengthsFinder® 2.0 Technical Report: Development and Validation. Gallup.
Bello, S.M., 2012. Impact of ethical leadership on employee job performance. International Journal of Business and Social Science, 3(11).
Benjaafar, S., Li, Y. and Daskin, M., 2013. Carbon footprint and the management of supply chains: Insights from simple models. IEEE transactions on automation science and engineering, 10(1), pp.99-116.
Bp.com (2018). [online] bp.com. Available at: https://www.bp.com/ [Accessed 31 Oct. 2018].
Cruz, A.M. and Krausmann, E., 2013. Vulnerability of the oil and gas sector to climate change and extreme weather events. Climatic change, 121(1), pp.41-53.
Ferrell, O.C., 2016. A framework for understanding organizational ethics. In Business ethics: New challenges for business schools and corporate leaders (pp. 15-29). Routledge.
Goetsch, D.L. and Davis, S.B., 2014. Quality management for organizational excellence. Upper Saddle River, NJ: pearson.
Hill, N. and Brierley, J., 2017. How to measure customer satisfaction. Routledge.
Hillson, D. and Murray-Webster, R., 2017. Understanding and managing risk attitude. Routledge.
Johnson, C.E., 2018. Organizational ethics: A practical approach. Sage Publications.
Laurent, A., Olsen, S.I. and Hauschild, M.Z., 2012. Limitations of carbon footprint as indicator of environmental sustainability. Environmental science & technology, 46(7), pp.4100-4108.
Louis, M.C., 2012. The Clifton StrengthsFinder and Student Strengths Development. Omaha NE: The Gallup Organization.
Murco.co.uk (2018). [online] Murco.co.uk. Available at: https://murco.co.uk/ [Accessed 31 Oct. 2018].
Quinlan, D., Swain, N. and Vella-Brodrick, D.A., 2012. Character strengths interventions: Building on what we know for improved outcomes. Journal of Happiness Studies, 13(6), pp.1145-1163.
Saxena, P., 2015. JOHARI WINDOW: An Effective Model for Improving Interpersonal Communication and Managerial Effectiveness. SIT Journal of Management, 5(2), pp.134-146.
Schaubroeck, J.M., Hannah, S.T., Avolio, B.J., Kozlowski, S.W., Lord, R.G., Treviño, L.K., Dimotakis, N. and Peng, A.C., 2012. Embedding ethical leadership within and across organization levels. Academy of Management Journal, 55(5), pp.1053-1078.
Stewart, C., 2014. Transforming professional development to professional learning. Journal of Adult Education, 43(1), pp.28-33.
Tordo, S., Warner, M., Manzano, O. and Anouti, Y., 2013. Local content policies in the oil and gas sector. The World Bank.
Zepeda, S.J., 2013. Professional development: What works. Routledge.
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