Research On Japanese Organizational Behavior - 890 Words

Organization behavior studies how the employees interact within the teams/groups. As per Kalnbach, Organizational behavior is the study of human behavior within an organization. He further added that I sometimes tell people that it is the application of psychology in the workplace or any organization. Remember that the organizational behavior is a very important aspect of any business. The individual and group dynamics are known as micro organizational behavior while macro organizational behavior deals with whole organizations and industries. Under macro organizational behavior, the organizations and industries come with strategies and adapt the market to be relevant. I have used the article on â€Å"Japanese organizational behavior in†¦show more content†¦Additionally, the leader puts emphasis on interpersonal relations and keeps the workforce motivated. Swedish management noted to be based on social individualism (Hampden-Turner and Trompenaars, 1993). The â€Å"social individualism† means that the individualism is ingrained in a collective value system. The leaders follow the rules and do what is right. In the case of Nordic countries, employees are horizontally individualistic meaning that the employees don’t believe in the difference in status and viewed themselves as equal to others. The consultative leadership style is preferred where employees take the responsibility and suggest their ideas to the supervisor. Remember that in this style of the superior can be challenged by their subordinates. Coaching and decision making based leadership are preferred by the employees. Nordic employees prefer leadership based on coaching and decision making, which is often delegated to subordinates who work based on egalitarian commitment (Hampden-Turner and Trompenaars, 1993; Smith et al., 1996). On the contrary, Japanese believe in hierarchical structures. This may be based on age, gender, education, seniority etc. In Japanese context, the employees are focused on following their leaders and overlook their own goals. The employees show high degree of commitment and loyalty to the firm for which they have been working. The verticalityShow MoreRelatedXyz Car Company Strategic Planning1044 Words   |  5 Pagesrepresenting the XYZ Car Company, operating in the U.S., Japan and Germany, it would serve the company to support and function as a cultural diversity organization. These cultural changes should be to adapt to multi-diversity and acceptable organizational behaviors. Culture and Diversity XYZ Car Company production lines are located in the U.S., Japan and Germany. Therefore, managing diversity means utilizing the experience and background that employees bring to the workplace. Workplace diversityRead MoreInternational Culture : Cultural Awareness867 Words   |  4 PagesInternational Culture As defined in the Oxford dictionary, culture is the ideas, customs, and social behavior of a particular people or society (â€Å"Culture†). In general, culture is divided into two categories, social and organizational. Social culture is the shared values and knowledge of a society whereas organizational culture is the shared values and knowledge of an organization (Payne). The two cultural categories are both relevant to Snap Fitness’s desire to open club locations in Tokyo,Read MoreCase Study - Lajolla Inc. Essay817 Words   |  4 Pagesalliance with a Japanese firm and has for the last several months been negotiating with several firms in Japan to realize their goals of distributing their product in Asia. The owners have finally found a Japanese firm that will create an alliance with them. 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The inherentRead MoreCross-cultural Communication and Power Distance1646 Words   |  7 PagesExecutive Summary This assignment is to analyze the U.S. culture and Japanese culture by using Hofstede’s 5 cultural dimensions and Trompenaars’s cultural dimensions. According to the Wal-Mart’s Japanese strategy case to distinguish the difference culture in Japan compare with U.S. There are some problems that Wal-Mart may encounter which are Japans current distribution system, people’s traditional thinking of low price equate low quality and people would not going big shopping. The inherentRead MoreThe Impact Of Japanese Culture On Corporate Culture792 Words   |  4 PagesIn the early 1980s the term â€Å"corporate culture† was developed and broadly known by the 1990s. The trend began with two books that examined the challenges that Japan posed for American industry, Theory Z (Ouchi 1981) and The Art of Japanese Management (Pascale and Athos 1981). The trend continued with two books that concentrated closely on American industry, Corporate Cultures (Deal and Kennedy 1982) and The Change Masters (Kanter 1983), and surpass to perhaps the book that best exemplifies thisRead MoreThe Effect of Job Rotation on Employee Productivity1815 Words   |  7 Pagesï » ¿The Effect Of Job Rotation on Employee Productivity Research Proposal Objective The objective of this study is to examine the effect of job rotation on employee productivity. Toward this end, this study will conduct a review of literature in this area of inquiry. Introduction The success of the business organization is fundamentally dependent upon the level of employee motivation in the organization. The focal goal of every business organization is realization of profits and business decisionsRead MoreThe Metaphor Of Organizations As Culture, Ideology, And Ethos Of The American Commercial Markets886 Words   |  4 PagesMetaphors combine language and thought to develop new non-literal meanings, when applied they shape and enhance our reality. According to Morgan there has been extensive research regarding the metaphor of organizations as culture. Culture became a hot topic following the introduction of Westernization management styles into the Japanese commercial markets (p. 120). Morgan says that â€Å"organization itself is a cultural phenomenon† (p. 120). Culture is a system of knowledge, ideology, values, laws andRead MoreJapan Is The Issue Of Heavy Alcohol Consumption927 Words   |  4 PagesThe Japanese are known to be some of the world ’s healthiest people, mostly due to a healthy diet of fish, rice, and vegetables, as well as daily physical activity. Japan’s life expectancy is one of the highest in the world (â€Å"Countries: Japan,† 2015, para. 2b). Japan is healthy, but there are still health issues. As formerly one of the 194 countries that was a member of the World Health Organization, now the Japanese population relies on the Western Pacific Region Organizational branch of the WorldRead MoreSwot Analysis Of Japan1631 Words   |  7 PagesOverview of Country Japan, the Land of the Rising Sun, is an island in East Asia in the Pacific Ocean. Its capital is Tokyo and the national language is Japanese. Japan is considered a great power and is a member of both the United Nations and the Organization for Economic Co-operation and Development. The country enjoys a highly skilled work force and is considered to have one of the most highly educated countries in the world. At one point, the 2000s, Japan also laid claim to providing 4 of 5

Target and Job Satisfaction Free Essays

Target and Job Satisfaction. Job satisfaction is very important in regards to keeping employees productive and efficient. If a employee is not happy with their working environment, co-workers, or the task on hand, then they are more likely to be less efficient and productive for the company. We will write a custom essay sample on Target and Job Satisfaction or any similar topic only for you Order Now With that being said, Target is a wonderful place for advancement and status in a career with Target. Target states â€Å"We’re devoted to helping our more than 365,000 team members throughout the world live well and achieve their goals, know that their diver perspectives, talents and commitments make both our company and communities the best they can be. This statement and ideology shows the public that Target believes that the company is nothing without the employees that put their energy into it. Target has enforced this by providing their employees with incentives such as: resources, services and benefits programs. As far as leaders in each department, Target has ensured that leaders are well invested in and that they are given the opportunity to personal career development and networking opportunities. What makes Target special when it comes to Job Satisfaction is that they offer a variety of career development opportunities for the purpose of building the best team, because the best team represents the company itself. During the hiring process, target is in the pursuit of top talents that they intend to foster so that they not support the individuals growth but also set guidelines and development goals so that each member are able to pursue it. Target believes in the social well-being of everybody inside and outside the company. They believe in the concept that building strong relationships and enjoying life inside and outside work settings will distinguish other companies. For example, Target offers discounts, fun activities, social networks, and life event resources to help team members create a meaningful connection with others. Target wants to make every employee feel to feel part of the family. Other incentives include: onboarding, leadership development programs, training and development resources, career planning, diversity and inclusion business councils, Coaching and mentoring, Recognition programs, tuition reimbursements, team member life resources, and more. To add, Target is also aware of the financial well-being and how its is important to make good financial decisions in the present and to plan for the future. They offer savings and invent plans, time off, and insurance options to help team members meet their financial goals; some of this may include: One of the best 401 k plans in retail, vacation, national holidays and personal days, 10% team member discount, Target Credit Union, Adoption assistance reimbursement, Daycare Flexible Spending Account (FSA), Child care discount, Life Insurance, Disability insurance, commuter benefits and more. Also, Target also offers good health benefits for their Employees. They are committed to providing and encouraging wellness and promoting preventive care, such as offering the many benefits and resource to help team members and their families lead healthy, and balanced lives. Health benefits include: Medical, dental, vision and prescription drug coverage, programs and rewards to encourage healthy actions, maternity support program, nurseline, Tobacco cessation program, well-being education resources, team member life resources, and more. Target has identified that there are about 120 different career paths that exist for team members to explore. This is good because if a current employee is not satisfied with their current position, then they have the option and the opportunity to change career paths, which is a prenominal process of transition, in my opinion. What also makes Target ideal as far as job satisfaction, is that aside from assisting current members with certain incentives mentioned above, but also for spouses, domestic partners and other dependents. Training and mentoring programs are also offered to employees to assist and prepare team members for current or new challenges. This special program is designed in a way that offers external benchmarking combined with industry research, as well as partnerships and internal expertise. What this means is that everything that is trained to employees is offered through not only internal settings but also external settings. The company will help find the best method, whether it is from in-house or, experts outside the company, target will do their best in providing the best training and mentoring program and experts for employees to improve and become as productive as they want to be. To further the job satisfaction of employees, there is a system for talent management is put into great consideration and implemented to Target’s employees. Target calls it the â€Å"Leadership Foundations and Expectations Competency Model† which informs and teaches every team member exactly which skills and abilities are needed for them to succeed; no team member will be left behind. Target applies this method and administer this process by following talent-planning routines such as the Best Team Survey, which allots team members to voice their opinions. This method not only help employees speak out their voice but also help improve Target. Communication is important to target and believes that every voice and opinion should be heard. Target has design a program called â€Å"Regular Review Process† which ensures that not only leaders but team members meet routinely and regularly so that they can discuss the strengths and the potential development opportunities for the company; the company meets with their leader four times a year to negotiate and discuss business goals, performance, and development and career goals, with every if not all team members participating in a formal performance review once a year. Target is really the best when it comes to the benefits in retail, and that providing competitive pay, insurance coverage, career mentoring and so many great perks for the target family. They provide so many incentives for team members to speak out, and find a myriad of benefits for not only themselves but also for potential family members. Target’s importance to the local community and corporate social responsibility represent and defines target. This can include: target-sponsored volunteer activities, target volunteer councils, community captains, community awards and grants, and more. Target takes pride in providing so much for their team so that they can contribute and show their strong community. Citations. â€Å"Benefits. †Ã‚  Employee Benefits, Fringe Benefits, Perks. N. p. , n. d. Web. 18 Nov. 2012. https://corporate. target. com/careers/benefits. â€Å"Culture.   Culture: Working at Target. N. p. , n. d. Web. 18 Nov. 2012. https://corporate. target. com/careers/culture â€Å"Social. †Ã‚  Employee Social Benefits: Enjoying Life. N. p. , n. d. Web. 18 Nov. 2012. https://corporate. target. com/careers/benefits/social-benefits. â€Å"Team Members. †Ã‚  Our Team Members: Partners in Our Success. N. p. , n. d. Web. 18 Nov. 2012. https://corporate. target. com/corporate-responsibility/team-members How to cite Target and Job Satisfaction, Essay examples

Effectiveness Organizations

Questions: 1. Explain the ways in which the effectiveness of organizations can be influenced by human resource management 2. Demonstrate an understanding of the causes of conflict in organizations and methods of avoiding or mitigating conflicts 3. Analyse major HRM problems arising in organizational change and methods of resolving them Percentage of marks awarded for module: Answers: Introduction The report shall investigate the past and present working conditions of Oil and Gas industry of UK which have seen the death of many in past decades. Thus the initiatives taken and the lessons learned from these disaster are critically analyzed to find how full proof the systems are in maintaining the safety and health of workers in the Oil and gas segment of UK. Since the past incidents like Piper Alpha offshore disaster that took 167 lives, the focus in keeping the safety of people as priority has increased and the firms are putting more efforts and technologies to avoid them in the long run. The case depicts the incident of July 1988, the offshore drill of the gas and oil drill disaster getting 16 lives, at Piper Alpha driller, have changed the way the safety is viewed in the UK forms both onshore and offshore (Ritson, 1999). The collective responsibility formation, health and issues are divided among the people of the firm as per hierarchy to avoid such incident further. The answ ers to the projected points shall follow a recommendation as a part of it. The Cullen Report had been the major step towards it which also is evaluated herein. 1. Key issues of Health and Safety in HR perspectives for Oil and Gas industries The current and future of oil and gas excavation is going remain fatal in terms of to safety if adequate measures for safety and maintenance measures are not in place. The people of the business who are in direct contact with excavation, the site safety needs supervision and training to anticipate, avoid and help in rescue of the accident affected. The oil and gas technology have changed the globe all together in terms of automation and time consumption ad have increased the comforts. However, the lopsided are in its safety adequacy measures undertaken. Few external and internal causes are responsible for it. The increasing carbon levels in atmosphere have the consumer depend of it for more than centuries and now its is scarce item with increased decency from all sections of the society (Azmi, 2011). The crude oil, natural gas has seen such accidents and in present too the chances for such mishap remains. However, with the use of technology and manpower awareness the limit ad scope c an be widely reduced. The needs for a HR personnel to work for the oil and gas excavation firm needs to address health and safety, Training and information sharing about the subject of drilling, time management and well and adequate amount of success in the employee awareness and knowledge of safe working. Further, Nelsen and Bierer (2011) notes most of the deposits are in the troubled areas of the globe, which poses another political problem of recruitment and control. Therefore, a firm to work needs to have a 3 directional approach in HR. Technical skills development, soft skill and managerial knowledge and skill to control the cases of mishaps. It is to pay productive and competitive in the oligopolistic oil and gas market, especially of the brand overseas and at home which drill oil from non-national sources. Demography plays a role where large amount of workers can be found but the excavation becomes problematic if they do not have adequate drilling and safety exposures Dhiman and Mohanty (2012). Hen ce the HR policies needs a comprehensive look where governments, business and worker are to be in the same loop with a standardized training for safety practice and a well oiled collaboration system between all to have an idea of the employees role in safety and security. The NOC (National Oil Companies) and International Oil Company (IOC) have their own set of guideline that the HR has to follow during recruitment. These statements suggest who all can be employed with the skill set description. This is a step post 1988 tragedy that has helped the brand in doing what they do a to specific required level so than, it happens then again and if of this reason long term solution aid better design is needed. The innovation among the staff where the employee speaks for a change may be done to improve service in the future, without discriminations. Therefore, when HR is been discussed that ensures equal opportunity of learning, safety standards training recruitment of people who are of safety and then make the hierarch depending upon age, experience, qualification ad exposures (Ey.com, 2014). The firm has to have a whistle blowing policy where employees who sees some faulty measures being conducted are being protected and seen that no harm is been done and th e employee is been listed to and the similar is been articulated on the job. This sis ensure that all parts of safety is been looked into and all dealing with it are adequately trained and knows about the safety measures. A speak up policy in the website as well in the employ manual is well deserved that ensures people feel free to express the point of contention. Further, training and development of employee about the issues are well incorporated in the training module which encourages new learning and best performance of safety at work needs to be established. All these enable the employees to be more confident and ensure safety at work. The leader the guides the team to work where the HR plays the induction providers role of induction given, feedback taker and an arranger of hierarchy with key performance areas, responsibilities and team coordination values to enhance the life of people as well as the nation they drill in. With multilinking the need for manpower has to be developed in a way that helps both operations, safety, communication, employee voice like concerns in note to see and check the chances of exposition or mishap in the future times. Again, making a pool of competent oil and gas industry needs to put its operational focus in the immerging issues of the recruitment and retention as the drilling exercise the business follows in the phase wise manner with exhaustion of the sites, perplex to the control and motoring, however worker selection and training holds the key to such a role at work. Equal employment and safe working conditions remains the key to the role of occupational health and safety practic es which HR facilitates in recruitment and during employment of personnel with the drilling firm. The 310 the Session of Governing body has made the employment standards guided to be more decent and safe during its session in March 2011 (Ritson, 1999). 2. Critical analysis of Employees scope of Improvements The mining and gas industry is been declining in their own accords due to the cost involved in operations and the international price regulations. The change of price is to a slack in boosted productivity due to international product. As followed on practice is the safe working standards, processes to be followed while on duty and HR is the department to promote the same. Safety Statistics of machinery and the measure of performance in the critical areas are to be monitored and the standards working and maintenance processes are to be developed to be propagated among the people where HR plays a mainly role. However the HR being a non technical department has to lean onto the people of technical to give a feedback to HR for preparation of standards and working guidelines. This is not a full proof way as the department is dependent on technical requirements study by others to implement even if it is an external agency. The non-acutance of the problem or its sky the evolution has made i t difficult to predict or take measures however with technology. The scope of improvement can be achieved with proper training, execution and better understanding of the situation for the correct result oriented actions. Training of the new joiners during the induction, as well as regular training for employees working would keep them at the footsteps of improvement each moment. The scope of improvement is the ways that an employee can be a vital part of the operations and be an asset in business operations. However the success of the training lies in the execution of the same in the field of action. The scope of improvements is to have the engagement of the people in full and have the needed in outs with changing times abortiveness and easy to comprehend and follow the set of rules they are acquainted with (Hse.gov.uk, 2014). Induction of new employee with the business needs a structured training that encompass safety and security training. In this part people are been adequately trained about the various aspects of safety measures and norms that are to be maintained considering the perils of oil drilling. Fire safety, mechanical safety, safety with machinery is all part of this activity which is mandatory to be learned while working in a drill. Regular training and safety drill has to be executed to ensure that no part of safety is kept untouched in the process. Nevertheless, the safety awards, suggestions, steps of safety measures, what to do, whom to report has to be incorporated in the training module. Such incident report register too needs to be formed so that all incidents and near misses are recorded for training purpose and development steps in the future. The improvement process encompass few distinct traits as the firm seeks proactive solution resolution so they prefer a trait of people who can do here job effectively. The first scope is to view and perceive from the eyes of the consumer to access the needs and wants. The second is to prepare a data driven process s that with feedback the quality improves and make the production team be closer to consumer to do as is required. Consumer centric business in an oligopolistic affair where all competitors are looking to provide the best quality at lowers price. Therefore reviewing each transaction is important to have en an idea of the consumer demographics as well as preferences. Purchase practice is thus closely monitors and thus in the next strategic step taken. The steps have its motive sand long term aspirations to develop a better understanding of law and such public health issues. The other part is the development of staff in the profession of medicine and health care can be adequately trainees in case of emergency handling the ccase of utmost importance even when the doctor or the competent authority is absent to keep the patient out of a fatal attack and keep them safe till the treatment of the needed kind appears. The roles of Human resources in all the aforesaid aspects are true and upto the mark if it has to deliver the best of patient care in the organization they serve in. The three major areas are the arrangement of right me at right place and schedule that the unit can afford a 24 hours support system while also initiate the process of multiple programmes to educate the people of such cases that hospital handles. The least that the HRM can do is segregate the manpower on skill, competence, exposure lines to allocate then to the specific areas that they belong to and then give the cross functional training to people so that the areas that these resources are assignment achieves the best of result ad the level of competence and competence grows (Iol.org, 2015). The provision of quality health is dependent on the issues like standardization of health care practices where the access ad finical burden needs to reduce as well as consistency and standard are to be maintained. This can only happen with prolonged exposure and use of the healing methods and with experience such staffs can be shortlisted by HR. Nevertheless as the issues are to be done in accordance to the will add experience the development of skills are thus directly related in the exposure to he case where the HR plays a major role in allocation of such jobs. Therefore the scope of improvements may come from learning, practicing, experiencing in which the HR have a vital role to play, in allocation, description ad assessment of the progress. Agin people who are leaving the business are keen to have a better input giving session if motivated by HR, for the new employee development and positioning them in higher role with each passing period of learning and experience. Nevertheless, the HR also have a distinct role in selecting the right man for the right job where the one specialized in one field is given further training and learning scope to do better in the future. So the scope of HR is not only election and allocation but also monitoring where the job demands better supervision and specific skills. HR may help in admitting one or else groom another from the group to perform the job as they are wished to be associated with. The other part of HR is to allocate job to people in accordance to there criticality so as to make the people awar e of the symptoms ad aid in assisting with medical choices to heal them completely. The HR also ensures the statutory norms of the state are followed so that the business dont get a major jolt due to an accident or delayed treatments (Tan, 2014). Best practices in the business are those which suites the business condition ethically and morally. Thus the practices that get the best of revenue and stops mis-use of products are the two most important aspects. Thus if one is going wrong the other is bound o follow. In such a mix of roles the scope of employee engagement and collegian shall increase in terms of sales value and for the business a group of multitasking operations on (Nelsen and Bierer, 2011). The scope is however hampered with less experience where the HR may put one in charge who is not adequately informed about the ailment so the entire team selection for a cuse may be wrong. Again specific department needs special knowledge and expertise so the lack of it may bean other barrier to the best care an cure deliveries. Further the HR is non technical in mitigating so the patients decorating condition cannot be blamed on the doctor which again creates confusion and negligence and distorted treatment mythology so the role of HR have a dual edge to solver perpetuate damage those are incomprehensible (Mohamed et al. 2015). 3. Recommendations for healthcare and safety Healthcare and safety are the two most important aspect of the oil and gas exploration as the product extracted are harmful for the human being. The oil and gas has to have a precondition of good mix of safety while drilling. The oil drilling or the drilling of the gas involves very tough steps for the drillers so that they may have the best of health while working. The experiments to kelp the human life safe in atmosphere with less than 2% oxygen and depth of few hundred feet is accomplished, than the scientific developments. Thus the recommendation is to get the right man for the right job with adequate skills to maintain the condition and work on patient improvement. However, the improvements are low and add the unimportant of society get care in working condition conditions too are deplorable (Ritson, 1999). The healthcare and safety aspect of the people working in the mines and mining related operations has to take care of few basic needs of health like proper ventilation for fr esh air supply, no block of air that cuts off the air supply, water flow during the working hours for consumption, emergency evacuation mechanisms, well illuminated mines for the better and healthier working conditions, artificial air breathing system if the area is crowded ad have lesser opening for air transfusion. Occupational health hazards and safety norms in the case of such working conditions are of major concern for the people working along with the employer who are guided by the rules of mine workers in the legislative ways. The business views this as legal, financial, moral issue to provide the mine workers with the best of working conditions that enables them to have a healthy and safe working condition. Accidents, near misses, near risk situations are to be registered which ensures that the incident is recorded in the register and acted upon The laws and the statutory guidelines also entrusts the people to take specific care before working in such locations devoid of light and air supply to ensure that the working in such conditions dont cause any physical ailment to the workers working there. Its obvious from the good working atmosphere practice the occupational health hazards and health problems while working can be addresses to a large extend. However, this process is never ending and had been adding new inputs with discoveries and recommendations that comes from different underground or opencast mines to be adopted for better working conditions for the people working in the mines. The activates are undertake to make sure that there is n casualty, illness, accidents in the deep crust or any employee fatality due to unworthy working conditions The other benefit that the business gets in this case is that they save a lot in injury prevention, fatality restrictions, illness and such unwanted physical conditions due to th e poor working conditions in the deeps of the mining pit. Special care is generally taken to see that the clearances for the excavation have all these elements in the loop to keep the related cost low and prevent the employee harm for both employees well being and cost to business due to accidents caused in the mines. Conclusions The working conditions of mines have significantly been enhanced with protective gears, controlled explosion and early warning systems with the help of technologies those are in place. The natural gas is a naturally existent product where excavation have brought in the needed change in the operations that have enhanced employee safety and increased the liability detection mechanisms. The training of staffs and there on the job exposures are few of the aspects that have been taken care of during the induction while the basics of the geology and the mining rules of a particular place, especially the underground places where the chances of explosion due to deposits are high are being taught along with safety measures and the standards operating and reporting processes. All this makes te mining and the people involved a better sire to perform their job in mining and excavations. List of references Azmi, F. (2011). Strategic human resource management and its linkage with HRM effectiveness and organizational performance: evidence from India. The International Journal of Human Resource Management, 22(18), pp.3888-3912. Bjrkman, I., Ehrnrooth, M., K., Smale, A. and Sumelius, J. (2014). From HRM practices to the practice of HRM: setting a research agenda. Jrnl of Org Effectiveness, 1(2), pp.122-140. Dhiman, G. and Mohanty, R. (2012). Impact of HRM practices on HR outcomes: a comparative study between two Indian public and private sector oil companies. IJICBM, 5(3), p.299. Kraiukhina, A. and Rubtcova, M. (n.d.). Social Practice of Conflict Management in HRM System: A Parfum Company Case in Saint-Petersburg (Russia). SSRN Journal. Mohamed, M., Mutalib, M., Abdulaziz, A., Ibrahim, M. and Habtoor, N. (2015). A Review of HRM Practices and Labor Productivity: Evidence from Libyan Oil Companies. ASS, 11(9). Natural Gas Production. (2013). Oil and Energy Trends, 38(1), pp.24-26. Nelsen, L. and Bierer, B. (2011). Biomedical Innovation in Academic Institutions: Mitigating Conflict of Interest. Science Translational Medicine, 3(100), pp.100cm26-100cm26. Ritson, N. (1999). Corporate strategy and the role of HRM: critical cases in oil and chemicals. Employee Relations, 21(2), pp.159-176. Rul, H., Bondarouk, T. and Van der Velde, M. (2007). The contribution of e HRM to HRM effectiveness. Employee Relations, 29(3), pp.280-291. Ey.com, (2014). Productivity in Mining. [online] Available at: https://www.ey.com/Publication/vwLUAssets/EY-Productivity-in-mining/$FILE/EY-Productivity-in-mining.pdf [Accessed 17 Jul. 2015]. Hse.gov.uk, (2014). Offshore gas and oil policy. [online] Available at: https://www.hse.gov.uk/offshore/offshore-oil-and-gas.pdf [Accessed 17 Jul. 2015]. Iol.org, (2015). International forum for Labour, Geneva. [online] Available at: https://www.ilo.org/wcmsp5/groups/public/@ed_dialogue/@sector/documents/meetingdocument/wcms_190707.pdf [Accessed 17 Jul. 2015]. Tan, H. (2014). Safety and risk management in oil and gas industry | iMechanica. [online] Imechanica.org. Available at: https://imechanica.org/node/13349 [Accessed 17 Jul. 2015].