Critically analyse and appraise Essay


“ Safety is our first precedence! ” is a direction motto frequently easier said than done ; particularly in the high hazard Oil and Gas industry. This paper surveies how ADGAS ; Abu Dhabi Gas Liquefaction Company, can travel beyond the motto and present excellence in safety direction. The organisation ‘s safety public presentation is assessed utilizing a safety adulthood theoretical account derived from the scholarly research. The appraisal is done through a set of one-on-one interviews with employees from different rankings of the organisation under survey. Further analysis of the safety behaviour literature was carried out on the person, group and organisational degrees. The outstanding safety public presentation of ADGAS was a consequence of accomplishing “ Generative Safety Culture ” phase which tops safety adulthood theoretical account.

Keywords: A Behavior based safety ; Generative Safety Culture ; Organizational Behavior ; UAE ; Abu Dhabi ; ADGAS ; Oil & A ; Gas Industry.


Occupational hurts due to at-risk work behaviour remain a major job. On a day-to-day footing, an estimated 11 workers are killed and 9,000 are injured during 2009 ( U.S. Bureau of Labor Statistics 2010 ) . Management in different organisations may believe that safety of the people who work for them is genuinely the top precedence, yet doing that a world is more hard than it seems. Because most organisations exist to do money, the focal point easy displacements to those things that create gross. When no 1 is acquiring hurt, it is easy to disregard safety and concentrate on productiveness, quality and client service, and so on. Thus, many companies find themselves pull offing safety in a mostly reactive manner ( Agnew & A ; Snyder 2008 ) .

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To contend efficaciously the relentless menace of employee hurt and associated losingss ; many organisations are implementing what is referred to as behavior-based safety ( BBS ) . BBS is a direction pattern that focuses on behaviour to convey about alteration across the organisation, and most specifically a alteration that helps pull offing the workplace safety.

Behavior-based safety starts by specifying one or more critical behaviours to aim. Then these behaviours are observed and recorded in peculiar work scenes. When a comparatively stable baseline step of the frequence, continuance, or rate of behaviour is obtained, an intercession is implemented to alter the behaviour in good waies. This intercession might affect taking environmental barriers, modifying a workstation, or adding ancestors or effects to the state of affairs to change response chance. The frequence, continuance, or rate of the mark behaviour is recorded during and after the intercession and compared to baseline steps of behaviour to find intercession impact ( DePasquale & A ; A Geller 1999 ) .

The Oil and Gas Industry is one of the major industries that are mostly affected by the hazards of occupational hurts. Abu Dhabi Gas Liquefaction Company Ltd ( ADGAS ) is one of the cardinal Oil and Gas companies in the part.

Hazardous environments like Das Island introduce many safety challenges that need to be addressed. However, ADGAS has recorded a singular Safety Record thru last 10 old ages. ADGAS has achieved five back-to-back old ages with no individual incident or Lost Time Injury ( LTI ) which is an outstanding safety record in history of oil and gas industry. Therefore, we have decided to take “ Safety Paradigm in ADGAS ” as a topic for our instance survey.


Company History

Abu Dhabi Gas Liquefaction Company Ltd. ( ADGAS ) was established in 1973 on Das Island ( in Arabian Gulf ; 180 Miles off from Abu Dhabi ) to turn gas, extracted from Abu Dhabi ‘s seaward field ‘s rough oil, into a new beginning of marketable energy. ADGAS Plant is the first of its sort in the Middle East, was built with an one-year designed production capacity of 2.5 million dozenss of Liquefied Natural Gas ( LNG ) , in add-on to 800,000 dozenss of Liquefied Petroleum Gas ( LPG ) . An understanding was signed with the Tokyo Electric Power Company ( TEPCO ) that allows the Nipponese house to import the works ‘s production for 20 old ages ( ADGAS Portal 2010 ) .

In March 1977, ADGAS was re-incorporated as a national entity in Abu Dhabi. The first cargo of LNG left Das Island that same twelvemonth. Due to the works ‘s success in fulfilling client demands, another understanding was signed with TEPCO in 1990 leting ADGAS to duplicate its production in 1994 and the Nipponese Company to import its production for another 25 old ages ( ADGAS Portal 2010 ) .

As a consequence, the 3rd LNG Train, the largest of its sort in the universe at the clip was built adding another 2.5 million dozenss yearly to the works ‘s production and duplicating its capacity. The train, which was completed in 1994, incorporates the latest engineerings, doing it one of the most advanced in the universe at that clip. It ‘s conformity with safety standers has enhanced the company ‘s international repute. ( ADGAS Portal 2010 ) .

Facilities and Production

ADGAS has installations consist of three LNG and LPG Plants, S works, and seven immense storage armored combat vehicles, two building breakwaters and public-service corporations.

The Plant ‘s mean one-year production is eight million dozenss of liquified natural gas ( LNG ) , liquefied crude oil gas ( LPG ) , pentane and liquid S.

Company Structure

ADGAS is managed by CEO who is reported to by four Vice Presidents as follows:

Vice President ( Plant ) who is in charge for Operations and Maintenance.

Senior Vice President ( Technical ) who is in charge of undertakings, technology and works dependability and unity including Health, Safety, and Environment ( HSE ) Division.

Senior Vice President ( Commercial ) who is in charge for selling and procurance.

Senior Vice President ( Administration ) who is charge for disposal related such as HR, IT and finance.


Safety Culture Maturity

We studied the adulthood of ADGAS safety civilization based on the model formulated by Parker, Lawrie, and Hudson ( 2006 ) and aiming organisations in the oil industry to self-assess their current degree of safety civilization promotion. The model was designed to reflect the multidimensional, dynamic nature of safety civilization by supplying descriptions of an organisation with regard to a scope of cardinal facets of safety civilization, at each of five degrees of safety civilization promotion developed from Westrum ‘s initial thoughts ( 1993, cited in Parker, Lawrie, and Hudson 2006 ) .

( Turnbeaugh 2010, p43, fig.1 )

The model consists of a set of short descriptions of each of a figure of facets of organisational safety at each of five degrees of safety civilization promotion. The facets covered are chiefly the touchable concrete ( i.e. the direction systems in topographic point ) and intangible abstract ( i.e. attitudes and behaviours ) organisational facets severally. An organisation has merely achieved a “ true ” safety civilization when it has attained the productive degree of civilization. The model theoretical account is Assessment Criteria detailed in Appendix 1 of this papers.

Parker, Lawrie, and Hudson ( 2006 ) included the following five degrees of safety civilization:

Pathological ; who cares approximately safety every bit long as we are non caught?

Reactive ; safety is of import: we do a batch every clip we have an accident.

Calculating ; we have systems in topographic point to pull off all jeopardies.

Proactive ; we try to expect safety jobs before they arise.

Generative ; Health and safety is how we do concern unit of ammunition here.

Literature Search

A literature hunt located more than 10 professional and academic behavioural safety articles. These were examined and included in this reappraisal merely if they 1 ) focused on occupational safety ; 2 ) covered treatments relevant to our selected organisational variables.

Company Material

ADGAS uses many originative tools and patterns to do safety consciousness a portion of its employees ‘ behaviour and advance a positive safety civilization across the organisation. These tools and patterns were compared against the theories in the behavioural and cultural safety literature under survey. These tools include Advanced Safety Audits, Near Miss Reports, Safety Spotlight, Safety flashes, Safety News Settler, Safety Awards, Management Safety Tours, Safety Meetings, etc.

Staff Interviews

Interviews were carried out with representative of different degrees of organisation including squad leader, senior applied scientist and applied scientist. The purpose was to interview employees who have different degrees of experience and from different positions. Interviewees were asked to depict how ADGAS maps in footings of each of the facets covered at each of the five degrees of safety civilization, from pathological through to generative. The concluding end product is detailed in the Analysis subdivision of this study which contain the descriptions of each degree of safety civilization for the concrete ( i.e. the direction systems in topographic point ) and abstract ( i.e. attitudes and behaviours ) organisational facets severally.


Deejoy ( 2005 ) emphasized that behavior alteration and civilization alteration are intercession schemes intended to better safety public presentation. As shown in Fig. 1, exposures, in the signifier of insecure conditions and/or insecure behaviours, represent the immediate causes of most workplace hurts and other safety-related results. Working rearward in this sequence, the direction system of the organisation has significant influence over and duty for the exposures that occur at the store floor degree. It is further assumed that direction actions and the development and execution of specific safety policies and plans are to a great extent influenced by the civilization of the organisation. attempts to set up the basic or root causes for safety jobs frequently lead back to direction ”errors ” , or other system failures, which are frequently thought to happen as a map of the basic cultural values of the organisation refering such things as the importance of safety viz-a-viz other organisational ends.

( DeJoy 2005, p111, fig.1 )

The Three Variables

Leading organisations towards a high acting safety civilization is challenged by the necessity of effectual communications, leading trust to acquire the buy-in into the importance of safety and the effectivity of preventative processs and actions from different degrees of the organisation.

Therefore, the undertaking squad examined the undermentioned variables:

Motivation as an Independent Variable on Individual Level

Communication as an Independent Variable on Group Level

Organization Culture as an Independent Variable on Organizational Level

Safety as a Dependent Variable


Motivation was selected to be the variable on personal degree which will be discussed in this instance survey. Motivation is the fuel which feeds people desire to move toward a end or mark. Understanding how ADGAS motivates it people was compulsory in this instance survey to understand ADGAS singular safety accomplishment.

Intrinsic and Extrinsic motive

Harmonizing to Self-Determination Theory, SDT ( Deci & A ; Ryan, 1985, 2002 ) , persons ‘ actions arise from a continuum of motives, runing from built-in enjoyment of these activities ( intrinsic motive ) to influences external to the person, such as wagess or outlooks set by others ( extrinsic motive ) .

ADGAS focal point on both intrinsic and extrinsic motive of its employees every bit good as contractor toward safety based behaviour. ADGAS scheme is to market safety consciousness among its employees and contractors in order to beef up intrinsic motive toward safety based behavior. When employees have adequate consciousness of different hazards involved at work environment, they are per se motivated to avoid any possible incidence.

ADGAS delivers consciousness of safety behaviour among its employees and contractors thru different methods and attacks. One of them is face to confront attacks such as “ Advanced Safety Audits ” , preparation classs, “ Toolbox Talk ” and hebdomadal meetings. Another attack is administering electronic mails within the organisation to better safety consciousness or analyse a safety instance. “ Safety Flash ” is used by ADGAS to advance for a safety facet or advice and “ Safety Spotlight ” is used to analyse recent major accidents which occur around the universe and develop the lessons learned.

On the other manus, ADGAS uses many tools to keep a high extrinsic motive within the organisation.

ADGAS HSE Advisor was interviewed and asked about what tools ADGAS does utilize to keep extrinsic motive, he replied:

“ Here the major tool is the safety inducement strategy, which cuts across all employees within ADGAS organisation and the standard is the best near miss coverage of the month. In this regard employees who report near girls, insecure Acts of the Apostless and insecure conditions are adequately rewarded on a month to month footing via the HSE commission which is chaired by the Company Corporate HSE director and campaigners are given a item in add-on to their monthly wage. The thought is besides taken across/onboard with the Contractors who ADGAS owes a responsibility of attention since they work within the Company work location and environment which is within their domain of operations ” .

ADGAS could successfully advance for internalisation of extrinsic motive by pressing employee to modulate their safety behaviour with their nucleus values and involvements. Gange and Deci ( 2005 ) provinces that other types of extrinsic motive consequence when a behavioural ordinance and the value associated with it have been internalized. Internalization is defined as people taking in values, attitudes, or regulative constructions, such that the external ordinance of a behaviour is transformed into an internal ordinance and therefore no longer requires the presence of an external eventuality ( therefore, I work even when the foreman is non watching ) . Consequently, ADGAS defines “ Safety Culture as how the organisation behaves when no 1 is watching ” .

The fullest type of internalisation, which allows extrinsic motive to be genuinely independent or volitional, involves the integrating of designation with other facets of oneself-that is, with other designations, involvements, and values. With incorporate ordinance, people have a full sense that the behaviour is an built-in portion of who they are, that it emanates from their sense of ego and is therefore self-determined ( Gange & A ; Deci 2005 ) . Therefore ADGAS Safety Practice Standards in derived from human nucleus values which is protecting of human life, installations and environing environment.

Dimension of Motivation

As per Ryan and Deci ( 2000 ) , motive concerns energy, way and continuity. ADGAS HSE Division considers all of these dimensions ( energy, way and continuity ) when managing motive of its people or sing a safety mark.

Energy ( Intensity )

ADGAS sets a lower limit needed Numberss of Advanced Safety Audi T ( ASA ) and Near Miss Reports ( NM ) quarterly each employee and Management Safety Tour Report ( MST ) for each director. All of the mentioned studies are a portion of KPI steps for employees annually assessment..

ADGAS contractors are requested to hold a Safety Tool Box on a day-to-day bases with a mark figure of ASA and NM studies per hebdomad for each undertaking they work on. The same is recorded in “ Project Weekly Safety Report ” and reviewed on a hebdomadal base during Weekly Progress Meeting.


ADGAS HSE Department identifies the way of safety attacks which its employees should accommodate. These vary from preventative actions to responsive 1s.

An illustration of preventative action is describing of a close girl. When any of its an employee see a close missed incident which could do a harm to a installation or injury to forces, he or she should raise a Near Miss Report informing the company about this incident in order to forestall similar possible incident to became a existent incident in the hereafter.

An illustration of antiphonal action is firefighting. ADGAS provides all of its employees firefighting classs so that they can separate between different types of fire and how to response.

ADGAS doctrine is that Safe working environment is duty of everyone in organisation.Therefore employees are encouraged to look after safety of each other. For illustration, Work Permit should be presented at any active site whether in industrial or non-industrial country. It should be signed by occupation performing artist ( contractor ) and approved by occupation officer ( ADGAS concerned section ) and ADGAS HSE Department. Equally shortly as any one ( even if non involved in the work ) notices any insecure pattern in the site, he is permitted to halt the occupation instantly ; merely by taking the Work Permit from the site.


One of ADGAS ways to maintaining the doggedness of motive with the organisation is utilizing long term safety mark such as 1 or 10 million working man-hours with LTI ( Lost Time Injury ) as a mark for undertakings, divisions and company. This keeps involved forces look at a safety as a long journey non merely a finish. Of class acknowledgments and award is granted after such mile rock.

The old mentioned safety studies and Tourss are requested from employees and direction over specific period ( i.e. hebdomad, month, one-fourth ) . Therefore, all employees are alerted to such pattern continuously.


Based on the Basic Organization Behavior theoretical account set out by Robbins S. & A ; Judge T. ( Robbins & A ; Judge, 2010 ) the research squad focused on the function of communicating in theoretical position and adapted the Basic Model to the undermentioned representation of the function of communicating in Organizational behaviour:

Communication aimed to Inform

Communication aimed at Making a Sense of Community

Decrease in Uncertainty in Job Security

Readiness for Change

Effective Change ( towards safety )

( Elving 2005, p111, fig.1 )

Figure: Communication Role in Orginizations

In instance of ADGAS, the research squad investigated consequence of communicating on both making a safety cognizant community was utilised and pass oning information to promote Behavior Based Safety.

This was based on the theory that communicating is utilized to both Inform the community “ Communicatio ” and make a community spirit “ Communicare ” , introduced by France ( 1983 ) and enhanced by De Ridder ( 2003 ) .

And as per the conceptual faculty by Elving ( 2005 ) that assumes that Both Communication to inform and Communication to make a community consciousness increase the preparedness for alteration and cut down the uncertainness in Job security ensuing in preparedness for alteration, and in our instance the alteration was switching the Organization Behavior towards Safety.

In the instance of ADGAS, the usage of different communicating channels to convey the Safety behavior message on both transmitter and receiving system through multiple tools that included newssheets, e-mail communicating, coverage, meetings, this was aimed at cut downing the noise in the message communicated and guaranting the consistence of high Safety public presentation.

Organization Culture

Occupational Safety is significantly of import in the high hazard industries like the Oil and Gas sector, because safety is straight related to the organisation ‘s bottom line. Small knowing or unwilled errors could intend a ruinous human loss, concern prostration, and/or perchance an uncontrolled environmental catastrophe. Safety should be a strong subculture that differentiates how the organisation operates ; Safety should be company ‘s business-as-usual. Reason ( 2000 ) argues that if an organisation is convinced that it has achieved a safe civilization, it about surely has non. He states that safety civilization, like a province of grace, is a merchandise of continual nisus. There are no concluding triumphs in the battle for safety.

Safety civilization is used here to depict a sub-culture of the overall organisation ‘s civilization and how this subculture influences worker behaviours, and the happening or absence of accidents and hurts within the organisation.

Common Components of Positive Safety Culture

Mathis ( 2009 ) summarized the chief constituents of a Safety Culture as follows:

Common Practice – “ The manner we do things around here ” .

ADGAS does n’t cover with safety issues in a reactive manner. Rather, Safety is the occupation of everybody at anytime. ADGAS employees are motivated to concentrate on Safety for every facet of their occupation.

Unsupervised Actions – “ What your people do when you are non looking ” .

The ADGAS employees have the self-monitoring behaviour and take duties for each other ‘s safety regardless of direction supervising.

Interpersonal Contact – “ How willing and able workers are to near each other to discourse safety issues ” .

At ADGAS, information that affects safety flows between equals and amongst degrees within the organisation without the hazard of faulting and finger pointing.

Perceived Value or Priority of Safety – “ When safety butts caputs with other precedences, which one wins? ”

When the bets are high, safety ne’er gets compromised for the interest of other concern results.


The success of any Management system along with its associated policies and processs depend greatly upon the actions ( Behavior and attitude ) of persons and groups. A simple illustration of a process developed which may decently reflect the coveted purpose with equal elaborate instructions but its successful execution required the actions of decently trained employees who efficaciously understand the purpose of the process, accept the duty of the undertaking and most significantly appreciate the fact that taking an evidently simplifying but potentially insecure cutoff would be rather merely incorrect and unsafe.

Within the industry, a general definition of safety civilization has been identified as “ Safety Culture is how the organisation behaves when no 1 is watching ” .

In ADGAS and over the past several old ages, many actions were taken to advance safety civilization non merely among the ADGAS employees but besides cover the contractors. These actions and activities are summarized as follows:

Directors of all degrees conduct regular safety Tourss ( MST ) within all ADGAS countries to find the degree of safety within the specific country both on the conditions of equipments and the Practices of forces while carry oning their undertakings. During the circuit they are requested to open a two manner communicating with the employees, look into their apprehension of the undertaking they are executing and what relevant procedures screens that specific undertaking.

All ADGAS forces and its contractors, from supervisor upwards, must carry on Advanced Safety Audits ( ASA ) . These Audits allow the line director to detect the action of the employees, promote the safety consciousness among all employees, promote employees to take immediate disciplinary actions and this later removes the communicating barrier between Management and Employees.

Safety Training is considered a Key component in the success of ADGAS HSE Management System. Different preparations are provided to all ADGAS employees at all degrees with the necessary competence trial for each HSE preparation. Most of the HSE preparation is provided in-house apart from a few specialised HSE preparation subjects where an external adviser is used.

HSE Committees at all degrees of ADGAS Management are in topographic point to advance the Safety civilization and portion the HSE information with all work force, these commissions are used as a footing for reexamining HSE public presentation and set uping a good and sound platform for communicating on HSE issues with all concerned parties.

ADGAS has besides identified the linguistic communication as one of the major barrier to proper and effectual communicating and in order to take the barrier, all Safety information and instructions are translated into 5 linguistic communications. This covers the bringing of HSE initiation, all the general HSE regulations and ordinances, of import and critical HSE flashes and Limelights.

A robust and effectual system is in topographic point to promote Personnel to describe near-misses every bit good as safety suggestions. These, when reported, are instantly reviewed and if pressing action is required it is taken instantly and the individual describing it is besides informed. A commission is in topographic point to reexamine all the reported Near-miss & A ; Safety suggestions at least twice a month and a elaborate study is issued with an action program.

Bettering ADGAS Safety Culture depends greatly on the betterment of HSE public presentation which in bend defends on all the above mentioned points, in add-on to the necessity to guarantee disciplinary actions are taken seasonably and efficaciously, for this all action programs derived from Audits, Inspections, Accidents, Surveys etc are closely monitored by a nominative focal individual who updates each action sporadically ( at least monthly ) .

Encouraging forces to describe HSE issues or safety observations or better, insecure patterns can non be efficaciously achieved without the debut of inducements. ADGAS has introduced several HSE inducement strategies to advance HSE consciousness among all employees which has led to accomplishing excess ordinary HSE marks. These are HSE incentive strategies for persons ( Near-miss, topographic point awards, safety Man of the Month etc. ) and for groups ( Dept HSE public presentation, Housekeeping Surveys, Personnel Protective Equipment ( PPE ) studies etc. ) .

ADGAS besides promote Safety Culture among Contractors which can be summarized as follows:

Development of HSE Passport

HSE Training bundle

Contractor Competency Assessment

Early mobilisation of Contractor Personnel

Improvement of Personnel Protective Equipment ( PPE )

Regular meeting with Contractor Senior Management


Degrees of safety civilization for concrete organisational facets




Benchmarking Tendencies and Statisticss

ADGAS Benchmarks itself against organisations outside the industry, utilizing both ‘hard ‘ and ‘hard ‘ steps. Involve all degrees of the organisation in placing action for betterment. For illustration in ” Task Risk Assessment ” , the comparing of hazard is against hazard happening with others outside the industry.


Audited accounts and Reviews

Full audit system running swimmingly with good follow up. Continuous informal hunt for non-obvious jobs with outside aid when needed. There are fewer audits of hardware and system and more at the degree of behaviours.


Incident/accident coverage, probe and analysis

Probe and analysis driven by a deep apprehension of how accidents go on. This is clear at ADGAS attack for incident/accident coverage. A rout-cause analysis is looked at in deep understand by specializer in the concerned field and portion with others to happen the nexus between causes and results. Real issues identified by aggregating information from a broad scope of incidents. Follow up is systematic, to look into that alteration occurs and is maintained.


Hazard and Unsafe Act Reports

All degrees actively entree and utilize the information generated by studies in their day-to-day work. Forces from different section are requested to raise “ Near Miss Report ” even if non related to their ain section. List of insecure observations is distributed to all ADGAS section by ADGAS HSE Department which hold meeting to follow up


Work Planing Including PTW, Journey Management

ADGAS has a really sophisticated and polished Permit To Work ( PTW ) includes a clear program of the work and attached with “ Task Risk Assessment ” indicating anticipated possible problems/risks and action to cut down them.


Contractor Management

ADGAS does n’t compromise on work quality or safety. However, ADGAS attempt to happen solution with contractors to accomplish outlooks even if this means proroguing the occupation unit the demands are met within. That why some times Projects get hold.


Competence /training – are workers interested?

Attitude in ADGAS is extremely appreciated every bit much as cognition and accomplishments. Employees are encouraged to turn to needful preparation which is granted.


Work-site occupation safety techniques

ADGAS implements an advanced “ Waste Management System ” to guarantee a fee of jeopardy working environment. In add-on, constructing a dearly-won installations and S works to forestall let go ofing toxic gas and other defilers to the air. This is for interest of protecting people and human.

All ADGAS people including direction, supervisors and works discuss openly with each other about jeopardies or hazards involved at work.


Who checks safety on a daily footing?

ADGAS employees are cautiousness to safe work environment. It is clearly noteworthy that ADGAS employees have self-monitoring behaviour. Furthermore they are self-motivated toward equals supervising. In add-on to that supervisors, occupation officers and ADGAS Safety officers monitor work activities or a regular footing.


What is the size/status of the HSE section?

HSE seen as an of import occupation. HSE professionals are recruited straight and advisers are appreciated by the line troughs. All ADGAS senior people have a solid HSE cognition. HSE Manager studies to Quality and Integrity Manager who report to straight to exceed direction.


What are the wagess of good safety public presentation?

ADGAS still see wagess and incentive even though acknowledgment itself seen every bit high value. Good public presentation is considered in publicity reappraisals. However rating is process based instead than results.


Degrees of safety civilization for abstract organisational facets




Who cause accidents in the oculus of direction?

ADGAS bravery its employee to hold a free of incrimination working environment. Therefore most of the clip incrimination is non an issue. However, direction accepts it could be responsible when measuring what they personally could hold done to take root causes. They take a wide position looking at the interaction of systems and people.


What happens after an accident? Is feedback cringle being closed

Top direction is seen amongst the people involved straight after an accident. They show personal involvement in persons and the probe procedure.


How make safety meeting experience?

Meeting can be called by any employee, taking topographic point in a relaxed atmosphere, and may be run by employees with directors go toing by invitation. Toolbox meetings are short and focused on guaranting everyone is cognizant of what jobs might originate.


Balance Between HSE and profitableness

HSE and profitableness are in good balance. ADGAS see safe work environment worth the cost which create it. On the other manus, ADGAS direction recognizes impact of hapless HSE on production and company. The company accepts holds to acquire contractors up to standard in footings of safety.


Is direction interested in pass oning HSE issues with the work force?

There is a definite bipartisan procedure in which direction gets more information back than they provide. In direction monthly and one-fourth meeting, ADGAS directions give there observation of safety, nevertheless, they expect feedback from their subsidiaries.

The procedure is crystalline. It ‘s seen as a household calamity if person gets hurt.


Commitment degree of work force and degree of attention for co-workers

Degree of committedness and attention are really high and are driven by employees who show passion about populating up to their aspirations. Standards are defined by the work force.


What is the intent of process?

There is trust in employees that they can acknowledge state of affairss where conformity should be challenged. Non-compliance to HSE process goes through recognized channel. Procedures are defined for efficiency.



This paper aimed at analyzing how ADGAS the Emirati Oil and Gas Company managed to stand out in safety by using organisational behaviour scientific discipline and literature. The organisation ‘s safety public presentation was assessed utilizing a theoretical account derived from the scholarly research and prepared specifically for the petrochemical industry. The appraisal was done through a set of one-on-one interviews with employees from different rankings of the organisation. As good, the squad analyzed different organisational behaviour theories covering the person, group and organisational degrees. The cardinal findings of the instance survey are:

ADGAS safety accomplishment was through accommodating a “ Generative Safety Culture ” which we found it a really interesting survey for organisational behaviour on different degrees ( single, squad and organisation civilization ) .

Extrinsic motive non needfully has a bad impact on per se motivated people. By Internalization of extrinsic motive a strong bond is created between behaviour, involvements and values of people.

Communication to make a sense of community spirit can turn to many great alteration drivers such as self monitoring and teamwork.

Positive or negative safety civilization starts efficaciously from the top. Employees watch their direction reactions to all safety related events and behave consequently. Leadership committedness to safety is the cardinal success factor for any civilization based Safety enterprise.

Safe working environment improves people productiveness and company wealth

After this interesting applied survey, the squad came out with the undermentioned recommendations:

It is recommended ADGAS to minimise its HSE Division and puting in it people who proved their competence to construct a healthy organisation civilization.

It is recommended for HSE Manager to describe straight to the CEO so that noise is minimized and concerns addressed in timely mode.

We recommend to portion ADGAS HSE Division with other companies working on Das Island promote the Generative Safety Culture across operating companies on the island.

We recommend a follow up survey to bring forth a simplified theoretical account to advance positive behaviours that generates favourable concern results beyond the safety.

We recommend Third Party audience in order to edify countries which are considered low possible hazard that could turn to a “ Black Swan ” .


( Remove Perception, Add Motivation, Resort Alphabatically )

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