Analysis

Schlumberger is one of the world’s leading provider of technology for drilling, production, reservoir characterization, drilling and processing to the oil and the gas industry. Schlumberger is known to supply comprehensive range of products and services around the world in approximately eighty five countries. It also has four executive offices present in Paris, Houston, Hague and in London. It had been found by 1926 by the brothers Conrad and Marcel Schlumberger. Schlumberger also have known to expand its acquisitions and operations. This company is presented in worldwide in around 84 countries (Al Mehrzi and Singh 2016). The aim of this report is to show the issues related to the employee engagement which Schlumberger is currently facing. After the massive job cuts which was made by the chief executing officer of Schlumberger, the employees were facing several issues while working in this particular organization. Some of the employees also complained of the work pressure and shift changes which they were not comfortable to work in. according to a report the organization have known to cut 70,000 jobs in less than three years.  The major reason behind this was the revenues went down to almost fifty percent during a prolonged oil bust in the worldwide. According to CEO, there is an effort to install optimism back through out the organization. In the year 2016, Schlumberger have known to cut around 16,000 jobs. The engineers working in the fields also known to have working in an isolated and hostile locations where they also have to work in night shifts leading to poor social life. As a result of massive job cuts in the last there years, the employee turnover rate have also increased at a huge scale. Absence of job security in this particular organization have resulted in high rate of employee attrition.  The petroleum company operates in a segmented fashion where the parent companies obtain the rights from the governments for exploring and developing oil fields. The wireless divisions of Schlumberger is also the largest division (Chienwittayakun and Mankin 2015). The employee turnover rate increased and the motivational level decreases when the organization warned about the increase in the price of the oil which will be leading to more layoffs among the employees and hasten a retreat from the oil patch. Some of the employees also could not handle the work pressure and the deadlines which made the work tiresome enough.

Job cuts in Schlumberger

Therefore the report focuses on the problems which are related to the employee engagement issues and the report also comprises of recommendations on how the problem can be solved. The report mainly takes about the world’s largest oilfield company. The company is also known to have featured in the Fortune Best 500 companies to work for. The reason is behind this is mainly for the human resource practices and employee engagement. Some the human resource practices of the firm is about the gender diversity along with equal opportunity given to the employees(Carasco-Saul,  Kim and Kim 2015). The first part of the report focuses on the employee engagement issues which Schlumberger is facing. The next part focus on the analysis which shows how an employee engagement issues can affect the productivity of the organization.  The employee engagement issues can also impact on the team and performance of the organization. It generally affects the performance and creativity of Schlumberger. It will also affect the financial aspect and the operation management of the company.  The report also comprises of PESTLE analysis which Schlumberger should follow. The issues regarding employee engagement will also affect the marketing dimension of the organization. The newspaper articles and case studies also shows that there are several issues related to the human resource of the organization (Dagher, Chapa and Junaid 2015.).  The aim of the paper is to discuss the possible issues that could takes place in case of employee engagement and how to resolve them. It also consists of sets of recommendations which would help the mangers to take in o account the objectives that needs to follow when there arises problems regarding the employee engagement.

Schlumberger Limited is one of the largest oilfield corporation in the world operating in approximately 80 countries. There are four principal executives offices of Schlumberger located in London, Paris and Houston. It was founded in 1926 in France. Schlumberger is also the leading provider of technology for reservoir characterization for the oil and gas industry Schlumberger also employed 100,000people representing 140 nationalities. It was founded by Conrad and Marcel Schlumberger from the Alsace region in France. Poor employee engagement in the workplace can be a serious challenge for various kind of organizations in today’s world.

Job cuts in Schlumberger

According to a newspaper source it has found out that the Chief executing officer of Schlumberger Paal  Kibsgaard have cut almost seventy thousand jobs in a span of less of three years. The reason behind this is that the world’s largest oilfield services have been experiencing a plunge in revenues which was more than fifty percent during the recent oil bust. The headcount of the employee ad fallen from mid 2014 from 126.000 to about 1000,000 people in the recent date. One of the significant reason behind the job cut is that Schlumberger have started relying more on the use of software and automation. Schlumberger have also experienced employee separation in the recent date. Employee separation is a term which is used for the loss of an employee for any voluntary and involuntary turnover rates. Either the employee or the employer can decide for termination of the employee. In case of Schlumberger which the world’s multinational oil field service company stated that employees are the biggest investment of the company. Schlumberger in an interview also tried of find out the reasons behind the high rate of turnover in the company. They also tried to find out the reasons behind the dissatisfaction of the employees in Schlumberger. One of the world’s largest oilfield company Schlumberger have reported to face an unexpected job loss. It had also cut 70, 000 jobs as cheap crude oil have been recovered in the oilfield sources. It have also experienced an unexpected loss in the second quarter. in the first half Schlumberger had known to cut off 16, 00 workers.

Another issue at Schlumberger was that the employees are also not happy with the workplace culture in Schlumberger. Therefore, it also has a high attrition rate in the company. The company have also known to be facing issues with the employment opportunities.

Some of the challenges which the employees face in Schlumberger are that the field engineers have to stay in oil field which is usually isolated and they are also sent to the hostile locations for a long period of time. The field engineers needed to work in night shifts followed by leading a poor social life. Some other difficulties which they face generally are adverse terrain, seasickness in case of offshore locations. They also faces problem with bad food and the risky nature of job. Similarly the some of the employees specially the service managers are made responsible for the planned scheduled work. The pressure of the deadlines from the clients makes the job quite tiresome. Some of the employees also complained that they’re made to work twenty four hours a day(Carasco-Saul,  Kim and Kim 2015).

The internal and external factors which affects the employee engagement is the level in which employees feel motivated and involved to their workplace. The job responsibilities, work relations along with new opportunities of growth are the internal factors which affects engagement. The external factors which affects employee engagement are the career opportunities and social obligations.

• Responsibilities of job and work relationships – the task that is performed and the customers with whom the people interact on the daily basis will have a tremendous effect on the employee engagement. The work relationships which is present between the peers along with the supervisors will affect the quality of daily life at work. The workers who value people they work with are likely to commit the objectives of the work.
• Growth opportunities –  the employees will usually feel motivated while working on challenging and rewarding work. The opportunities for the professional growth and development of skills will make the employees to stay engaged. Workers who are ambitious also feels motivated towards work knowing that there is an availability of higher positions in the form(Chienwittayakun and Mankin 2015). Therefore more opportunities for the professional growth and new skills development will make employees to stay engaged.
• Competition from other types of organization: competing career opportunities or access to the better paying jobs are some of the factors which affects employment engaging. When employees are not that happy with the positions they are given they may look out for better opportunities. In this way the employees often get distracted. A positive growth culture in organization with plenty of opportunities and fair compensations will protect them against employees exploring the external opportunities.
• Honesty and transparency : one of the contributing factors   to the employee engagement is having a  honest and transparent work environment where employees can feel comfortable. This is one of the significant factor which contributes to employee engagement. Communication is another factor which contributes to the employee engagement(Dagher, Chapa and Junaid 2015.).   . when there is presence of miscommunication among the employees it will lead to employee disengagement

There is a huge connection present between the engaged employees and satisfaction of the customer. A company is known to be doing the right work when both the employees and the customers feels satisfied.  Satisfied customers also helps in increasing the engagement. Positive customer experience can also show how the employees can feel about the value and purpose of the work. Therefore it can be said that the impact of the employee engagement are linked to the success of the customer service. Both the growth and profit are usually fed by the loyalty of the customers (Al Mehrzi and Singh 2016). Employee engagement can also be stated as the wonder drug for the satisfaction of the consumers. Therefore it can be said that employee performance and positive business performance are automatically related. Employee performance also helps in innovation. Employee engagement have emerged as a significant concept in the recent years. There has been also a strong link between the productivity of the employee and engagement the knowledge of the employees of the productivity of the organization. The engagement of the employees depends on conditions like culture of the organization, meaningful metrics, and performance of the organization. In Schlumberger the employee engagement is a direct result of the culture of the strong company. It relates to how accompany feels about the job and the company. It has been seen that an engaged employee is more connected to the mission of the company, is also motivated to exceed their goals, proactive about the new skills of learning, shows a positive approach towards work, is creative in problem solving and also committed to developing their careers in the organization. Therefore it can be said that culture affects the employee engagement (Dagher, Chapa and Junaid 2015.).  .

• The engaged employees can be termed as the gold mines for the marketing insights. – improving employee engagement levels across the company is very important. Engaged employee can also help in saving money as well. Employees who are engaged helps in building rapport and also strengthen communication and mobilize people in order to make active role.
• Employees who are engaged can help the company for stretching marketing dollars-  
• Employees can also become one of the powerful brand advocates for the organizations-  

In the traditional companies marketing and the human resource generally does not have much interaction with each other. The marketing teas however r t first ones who opt for job openings and takes up the job responsibilities. Here are results marketing and productivity dangers of the disengaged workers. Getting employees involved in the non job related task can be a tough challenge. Maintain brand standards and staying o point with the employees can be also dicey. Therefore using the right tech tools can be quite helpful. However it must be kept in mind that the col selling is not only abut thedistributing the marketing standards of the company.

Here the PESTLE analysis of Schlumberger can be used as an important strategic tool in order to analyse the macro environment of the organization.  The changes in the factors of the macro environment always had a direct impact on the Oil and Gas Equipment and the services.  The PESTEL analysis will also be providing details about the operation and challenges which the Schlumberger might face.

The political factors which will be affecting the Schlumberger Limited are the anti trust laws which relate to the Oil and Gas Equipment and services. There is also presence of military invasion and high level of corruption in the basic materials sector. Political stability with the importance of Oil and Gas Equipment sector in the economy of the country. Legal framework for enforcement of the contract for minimum wage and overtime. There are also pricing regulations for the basic materials.

The economic factors which affects the growth are the growth rate, inflation rate and spending of the consumers.  The economic factors which is considered here are

• The quality of the infrastructure in the oil and gas equipment service industry
• The cost of the labour and productivity in the economy.
• Stability in the economic system
• Interest rates and inflation rates
• Comparative advantages in the host country and sectors in basic materials

The social factors which  the Schlumberger should be analysing are the level of skills and the demographics of the population of that place. The structure of the class hierarchy and the power structure of the society. The education level as well as the education standards in the industry of Schlumberger Limited they as also analyse on the culture which will include gender roles, social conventions and a lot more. The entrepreneurial spirit along with the broader nature of the society where some of the so cites would-be encouraging entrepreneurship while others would not. The social factors also takes in to account the attitudes and leisure interests, with slow sped it will be giving more time to cope with the difficulties which he firm usually faces.

The technological factors which usually takes pace in the company are in many forms. The firm should be not only doing a technological analysis in the society but also look in to the matter of how technology can disrupt the industry. Rate of the diffusion of technology can be one of the factors of the technology which Schlumberger should take in to account. The impact of the value chain analysis is also a basic thing to look in to which are about the recent technological developments which is taken up by the Schlumberger. It would also take in to account of the impact of e technology on the products offered. It would also affect the cost structure of the oil and gas equipment service industry.

There are many environmental factors which Schlumberger should take n to account. It is known that different kind so of markets have different norms or the environmental standards which can impact the profitability of the gradation the markets. Even within a country, a state can different kinds of environmental laws. One of the important environmental factors which Schlumberger should be taking into account are the weather of the particular place, climatic change taking place. Environmental factors also takes in to account the laws which regulates environmental pollution with air and water pollution taking place in different kinds of industries. Recycling along with waste management in the basic materials sectors also also important factors which needs to be considered. Endangered species along with attitudes towards and the support for renewable energy will be affecting the society.

In many countries, the legal institutions and the frameworks are not robust enough for protection of the intellectual property rights of any organization. Firms should be carefully evaluating before entering such markets. Some of the important legal factors which the Schlumberger Limited leadership should be taken in to account are

• The discrimination laws
• Laws related to employment
• laws related to health and safety
• Data protection
• The protection of consumer along in the e commerce
• The anti trust laws in the oil and gas service equipment industry and in the veral in the country.

The supply chain is a kind of system of people, information’s, organizations and resources which are involved in moving a product or service from the supplier to customer. The main goal of the managing a wide range of components and processes. The supply chain of Schlumberger provides the manufacturing locations with logistics and inventory management. Employee engagement with the suppliers of Schlumberger is mandatory for meeting the needs of the customers (Guan and Frenkel 2018). Schlumberger is also committed to the customers and also expects its employees to provide highest standards of business conduct and compliance with laws and regulations. The supply chain usually begins with the engaged employees. When the employee engagement can be raised it will also raise the productivity of the supply chain. Employee engagement can be stated as the emotional commitment which the worker are towards the organization. Setting goals which are meaningful will help employees in contributing towards the company. With the help of the goal, the employees will able to understand what is expected from them. As the manufacturers faces skill gaps, the engagement of the employees will be significant for the success of the supply chain. When the employee’s emotional commitment towards the organization begins to fall, it will result to low performance which will also result to workforce attrition which will also leave behind a corroded supply chain. The managers therefore should try to take out some time for exploring and implementing practices of talent management practices . The negative impacts are always reflected in the supply chain. Each and every step in the creation of the product and distribution acts as a link which plays a critical role for delivering a product. There is also a link between employee engagement and business performance. Large number of engaged workforce can lead to increased operational efficiency. More engaged workforce will lead to happier customers and provide higher profits. Engaged employees are also quite passionate about their work leading to successful careers. The also feel motivated by the leaders and are quite confident of their success in their roles. Collecting and monitoring the employee engagement will enhance the ability of the business leaders in order to detect problems in the organizations (Jeve, Oppenheimer and Konje 2015). Therefore it can be said that the employee engagement can enhance the performance of the organization. One of the significant difference between the performance of the engaged employee and the disengaged employee is that there is a presence of discretionary effort. The engaged employees are also passionate about the work and also feel motivated towards the work. Better engagement of the employees along with empowerment is a mirage for Schlumberger. Most of the executives are also committed to the goals where engagement is a strong emotional connection where people are related to the organization along with missions and goals.

Poor engagement of the employees in the workplace can be a challenge for different kinds of organizations in modern world. That is reason why businesses should engage the staff to keep their workforce motivated and productive. It is therefore important to build an engaged and high performing workforce. Engagement have become a key focus for the organizations all around the world which leads to strong growth in the industries. The best employees are engaged and also highly motivated. Some of the issues related to employment engagement are the employees and managers together would not work on engagement. The goals of engagement program are also limited. Engagement is also not counted as productivity or an output. There is also a tendency of outside factors to influence engagement. Lack of co -operation from management along with difficulty in understanding the fluctuating minds of the people (Guan and Frenkel 2018). Engagement of employees  are one of the main concerns for the leaders of the HR. the process of collecting the engagement data and interpreting it will improve dramatically when the managers will be fully aware of all the potential problems. The surveys related to employee engagement can also have many kinds of problem like they are quite difficult to administrate, they do not reflect he data for previous years and also the impact cannot be measured.

There are many importance of employee engagement like it can help in reducing staff turnover, improve productivity and efficiency. Employee engagement also helps in reducing staff turnover rates and retain customers at a much higher rate. It also helps in making more profits. It is also important to note that engaged employees are much happier both in their lives and work. The main purpose of employee engagement is attracting and retaining the top tal3ents in the industry. Engagement is that degree to which the employees can become passionate about their work and also devote themselves to their work. Engagement can also mean that employees may work and express themselves in a physical, cognitive and emotional manner. One of the importance of employee engagement is that engaged employees can also help in boosting productivity. One of the reports of Schlumberger shows that the engaged employees are 21% more productive than their counterparts. Employee engagement is also seen as the symptom of success. Employee engagement also helps in increasing customer satisfaction. The most engaged employees are more inclined in putting more effort engaged employees also helps n retaining the best people. Employee engagement also helps in enhancing the culture of the company. Engagement is also acts as a symptom of success. It has also been found out that engaged employees who are more involved and usually invest their roles are much less likely to leave their job. Therefore, it can be said that employee engagement can prove to be important to the success of company. Employee engagement is also becoming one of the most significant indictors for measuring job satisfaction. It has been seen that when employees are engaged they are usually more likely to invest in the work they do which also lead to high quality of work produced. On the other hand it have been noticed that disengaged employees usually works only bare minimum to get by. By investing in employee engagement the company will also help in increasing productivity worst quality and retain the topmost talents. Engaged employees are usually involved in, enthusiastic about and are also committed to their work.

What is employee engagement?

(Collierand Esteban 2017) investigated the consequences of employee engagement in  Schlumberger Limited. Bhatla researched on the need for employees and also states how the presence of employees can improve the progress along with the work efficiency. Employee engagement was at first conceptualized by Kahn as “the harnessing of organization members selves to their work roles; in engagement, people employ and express themselves physically and emotionally during role performance.” The employees who are already engaged are directly involved in the tasks affects the working of the organization. There are many other academic literatures about the employee engagement which states engagement as a psychological state.

( Guan and Frenkel 2018 ) defined employee engagement as a case of harnessing of the members of the organizations to their working roles. Employee engagement is also about the passion for work, a psychological state which is use to encompass the various dimensions of engagement which is shared by kahn.

According to the Neale, commitment can be stated as the attitude which will reflect the loyalty of the employee for the organization and on ongoing process through which the members can express their concern for the organization of the continued success and wellbeing. According to the global consulting firm it focusses only on employee engagement and leadership development and complained of commit issues of the employees. Many researchers have been conducted for studying the positive outcomes of the employee engagement. The experience of the engaged employees activated the positive effect like feeling enthusiastic and inspired. Active and positive feeling employees results for engagement who also promotes proactivity at the work when the employees perceive the situation as important one.

 (Piccolo et al. 2010) suggests employee engagement has been seen to be declining which results in a deepening disengagement among the employees in the recent world. Motivation of the employees has been one of the most researched in the field of human resource environment. Every other organization usually always try to motivate the employees. The motivation of the employees also relates with the satisfaction of the employees. It have been found that average salary was $46,126 per year. According to Brikend satisfaction of job is one of the most complex areas which the managers in today’s world faces. Hoppock stated satisfaction of job includes physiological, psychological and circumstances relating to the environment. Job satisfaction also consists of lot of factors which presents a feeling of satisfaction.

(Guan and Frenkel 2018  ) on his role of job satisfaction states that it basically depends the role of the employees in the workplace. Satisfaction of job is also related to the affective orientations on the part of the workers toward the roles of work which they currently occupies.

Smith defined job satisfaction as the judgement of the employee of how well the job on a whole is said to be satisfying the various needs. One of the researcher stated only one in four of the entry level engineers of Schlumberger oil progresses to the managerial career within the company. The research also stated that most of the managerial positions are been filled by the professional managers having a degree of MBA and not engineers. Due to the ageing of the Australian population, there is an increased need of scientific and technological professionals. According to Locke, job satisfaction can be defined as a positive state of mind which results from appraisal of one’s job. Morse commented that job satisfaction usually depends upon the content of the job, identification with the company. It also depends upon the status of the job and on the financial status.  Job satisfaction is one the significant indicator of how the workers feel  about their job. Job satisfaction is also one of the significant factor which relates to the citizenship, turnover and absenteeism. It also gives a proper evidence of the employees who are dissatisfied and also skip work more often and more likely to resign their jobs. The significant factors are the job satisfaction and occupational success in any organization. Job satisfaction basically depends on following factors:

• The method how the people reacts to any kind of unpleasant situations.
• The facility on how the individual adjusts with the other person.
• Security and loyalty
• Nature of the workers with relation to the interest, abilities and preparation of the workers.

The job demand resource model or JD-R is defined as the occupational stress model is a kind of response to imbalance between the demands on the individual. This is one of the most popular model which is used for examining the antecedents of the engagement of the employees. Both job demands along with job resources are the two categories of psychological characterises of the work (Guan and Frenkel 2018). Many of the existing studies have showed that more development opportunities, feedback from colleagues will cause better engagement of the employees.

According to the JD-R model the factors of the work environment can be divided in two categories one is job demands and the other is job resources. ( Guan and Frenkel 2018)    suggests the motivational process states that the availability of job resources will be leading to organizational commitment and work engagement. Job demands refers to those psychological, social or any kind of organizational aspects of the job which is quite functional in achieving work related goals. According to Huhtala JD-R model is a conceptual framework which is used for integrating the empirical studies for innovating. Most studies on the job demand resource model are between the group designs. The job demand resource model therefore became quite popular between the researchers. Most of the longitudinal studies had verified the effects of the model of job demand resource specially.

The impact of the engagement of the employee in Schlumberger on the working behaviour of the workers and the outcomes of the organization is also quite impressive. According to Brown there are three main areas which will influence the culture of the organization:

The human resource plays an important role for engaging the employees. The professionals of the human resource serve as mentors for the leaders in the organization for ensuring that the leaders will continue to earn and grow in their rules. The professionals of the human resource will be encouraging the leaders and the managers to be good listeners. The HR professionals knows that encouraging the employees will make the employee feel motivated of the work. The employee engagement is a very big problem for the organization and therefore is also a big issue for the human resource. The reason behind this is that the level of employee engagement are low. It has been found out that there is presence of worldwide employee engagement t crisis in the world. The human resource works as a pivotal role in the employee engagement levels. Therefore, it can be said that the human resource acts as pivotal role in the employee engagement model. The human resource should also not forget or neglect their leaders. The good employee engagement will be requiring the HR to have a holistic view of the employer employee contract. One of the significant area which the human resources will be positively affecting the cultural fit within the organizations. When employees will be hired the HR also have a key role in making sure that new employees will be staying in the job. Therefore it can be said that the human resources will be playing a significant role for engaging the employees. The professionals of the human resource will be influencing the leaders for communicating with the employees. One of the way through which the the organizations can gauge whether or not the employees are engaged is by doing some surveys or focussing on the groups for interviewing.  The human resource system of the organization will be getting rewards, benefits and performance management –practices which will help in motivating the employees to work. It will also motivate the employees or working and help them in achieving the ambition of the organization. The staffing, training and the development practices will be contributing to the capability development of the employees. It will also ensure the functional excellence which states that right people must be in the right position.   The characteristics of the task have been fund to be one of the important job resource. The employees will be experiencing psychological meaningfulness when the work is challenging, varied with a lot of autonomy.  The performance, reward and praise, opportunities for professional development some of the key drivers of the employee engagement which will be closely linked to the practices of the human resource. The human resource play an important role for fostering the organizational culture and also practices related to the job designs.

The NoRTHEAST Human resource Association defines engagement model which will result naturally in those companies which will cultivate positive and will share corporate cultures. The northeast Human Resource Association states that the drivers of the model which comprises of feedback, trust in the leadership, career development, employees understanding their role should become deeply ingrained in the management process of the company (Byrne 2014). Under this model it is stated that mangers will be taking the feedback from the regular town hall meetings. According to the literature review, it can be stated that the support of the managers which includes job autonomy, coaching, development support, performance feedback, regular meetings and sharing of the information will be affecting the employee engagement. The relationship with the co workers is also a significant factor for engagement. It is therefore important to note that employee should have  a manager who will provide him or her with the job autonomy, development opportunities and training. The managers should be equipped with the well competencies which will be supporting the development of the employee, coach employees. The mangers should also be providing sufficient feedback based on the performance on a regular basis, h should also encourage and create more occasions for the employees for sharing the information’s. The human resource should have certain responsibilities which will be used for developing management competencies. However, it is known that employee engagement is not an issue for the human resource or the managers. The employees should also take the ownership of their engagement. The employee engagement model usually provides a theoretical basis for investigating the employee engagement in the corporate model. The model of employee engagement will be used for testing the research to see to what extent the model is correct

The impact of the engagement of the employee in Schlumberger on the working behaviour of the workers and the outcomes of the organization is also quite impressive. Engaged employees will always help in bringing productivity, profitability and success of the business. Therefore, driving employee engagement for the betterment of the outcomes of the organizational. Engaging people have become a kind of business imperative when the economy recovers. (Moussa analysed selected antecedents and consequences of the employee engagement issues.

Co workers relations are one of the significant source for proving the support to the co workers and positively effect the satisfaction of the employee.  The employees will be developing a relationship with the co workers for maintain good relationships.  The relationship with the co workers are quite different from the relations of the supervisor. Employee interactions with the supervisors are based on the position with the authority. In the job demand resource model the feedback and the support from the colleagues are found to be the driver of the employee engagement. The relationship with the employees with the co workers will be more critical when they will be working in teams. The employee engagement is also not an individual level variable but also a unit or team level phenomenon. Some of the researcher’s states that the engagement of the employee analysis sin the organization and the strategies for boosting the engagement should be targeted at the business unit level. Sometimes engagement works through various outcomes which can be measured at the individual level and the different employees will be responding differently to the same work. While looking at the engagement at the low level,  the team will be interacting frequently during the work. As the interaction level between the co workers and the employees will increase it will be creating more information sharing which will be quite critical for the team performance. Team members will be having the opportunity to share their knowledge, skills and experience with each other in order to learn who each other. While looking at the engagement at the team level, engaged work teams will be interacting more frequently during the work like more regular team meetings. The employee engagement will be working through immediate outcomes which can be measured at the individual levels which is generally too complex in nature. It will be very difficult for the organization in order to manage the individual engagement levels. While looking at the team level the engaged work teams will be interacting more frequently during the work like more of team meetings Byrne 2014). The team members in the teams staying in the unengaged way may behave defensively or competitively and was unwilling to share the information with the others. In an engaged team, employees will be exchanging information regularly and have been more communication and they are willing to make more efforts.

High rate of employee engagement also help in driving growth of the company. High rate of employee engagement will help in the growth of Schlumberger. Lower job satisfaction usually becomes a drain on the time and money of the company. When the employees of Schlumberger are usually engaged at work and also feel satisfied they also feel greater connection with the company and in his way it will also help in producing quality work which will benefit the company and its customers. The employee engagement will be a direct result of strong company culture. The stronger the culture of the company the better the understanding between the employees will be there. The engaged employees are more likely to stay happy, motivated and committed to the company. The engaged employee are more motivated towards exceeding their goals, connecting to the mission of the company, they are also quite proactive towards learning new skills ad starting new projects. The engaged employees are quite positive in the approach towards the work. Sometimes the engaged employees are committed for developing the careers for the organization.  Engaged employees have also experienced positive effect like feeling inspired and enthusiastic. These kind of employees will be behaving more proficiently and adaptively as a result of positive effect it can be said that the impact of the employee engagement are linked to the success of the customer service. Both the growth and profit are usually fed by the loyalty of the customers. Employee engagement can also be stated as the wonder drug for the satisfaction of the consumers. Therefore it can be said that employee performance and positive business performance are automatically related. Employee performance also helps in innovation. Employee engagement have emerged as a significant concept in the recent years. There has been also a strong link between the productivity of the employee and engagement the knowledge of the employees of the productivity of the organization. The engagement of the employees depends on conditions like culture of the organization, meaningful metrics, and performance of the organization. In Schlumberger the employee engagement is a direct result of the culture of the strong company. It relates to how  a company feels about the job and the company. It has been seen that an engaged employee is more connected to the mission of the company. The engaged employees always behaves quite proficiently and adaptively as a result of positive affect in the team. The employees who are engaged will also exhibit innovative behaviours. The employees will be proactively involves the creation of any new commodity, data and service. There had been many definition related to the employee engagement. The researchers have proposed the engaged employees are willing to make efforts in the job and engaged employees which will display the feelings and values that are according to the value of the organization. The disengagement workers does not usually work with the managers and co workers productively. Some of the employees who are not engaged does not perform well. They also have the habit of undermining what the engaged co workers will be accomplishing.

Conclusion

From the above report it can be concluded by saying the world’s famous oilfield have been suffering from the employment engagement issues in the recent years. As a result of huge job cuts made by the chief executive officer of Schlumberger, the employees do not feel secure with their work. The engineers have also complained of work culture where they have to work in isolated and hostile, locations and also have to work in night shifts leading to poor social life. Some of the employees also had to work in the tight packed schedule and also have huge pressure from the clients. The report above also how the employee engagement issues will be affecting the supply chain of the industry, how will it affect the operation management and the financial aspect of the firm.  The report here also focuses on the employee engagement issues of the world’s largest oilfield, Schlumberger. It is somehow quite impossible for the human resource to gain complete acceptance among the employees.  After the oil industry crisis the HR policies have been also changed. Providing perfect training to the employees along with the managers can also help is resolving the issues of the employee engagement. Therefore, it can be said that the issues regarding employee engagement are a problematic affair in most of the industries. It is therefore highly recommended to fix the issues of the employee engagement as soon as possible in order to reduce the turnover rate in Schlumberger.

Some of the ways through which it can increase the constituency of the engaged employees are

• Right people should be hired alway : hiring the wrong people will be costing lots of money and time. They should be having relevant skills and experience and qualification for the job. The should also be the right people on the personal level. If the organization will be having dynamic team, hiring the right people will be recommended.
• The employees should be given proper training and development tools. While hiring someone for the job it should be taken in to account that they should be progressing within the company. They will also not do the similar job throughout their lifetime. Therefore it ids recommended to provide them with access and development which will be building up the skills skit, it will also make their organization valuable.
• Make sure that the managers are given the right training. The managers should be hiring and providing the right training so that they can hire the right employee for the job. While setting the leaders, it should be kept in mind the right training should be provided to the roles.
• Focus on the engagement at the employees and at the organizational levels: real change occurs at the local level and it will happen only when the company leaders set the top firm the top companies will be realizing the most benefit from the engagement initiatives when the leaders weave the employee engagement.
• Define the engagement goals in realistic and everyday terms: in order to bring engagement to life, leaders should be making engagement goals meaningful the employees day to day experiences. Leaders who are present in the best companies will be aligning the employee engaging efforts (Carasco-Saul,  Kim and Kim 2015).
• Using the right employee for the engagement survey; when the company will be asking the employees for the opinions the employees will be expected the actions to follow. Business will often make the mistake of  the employee surveys to collect the data which are irrelevant or impossible to act. The surveys must be specific, relevant and functional for any team at the level of organization. Data should also be proven in order to influence key performance metrics.
• Selecting the right managers should also be recommended as the best managers understand that the success and the organization will be relying on employees achievements. However, it can said that not everyone can be the great manger.
• Increasing the engagement should be one of the strategic point. Building the constituency of the engaged employees should also be kept in mind. When employees are the company’s best asset , then the organization should care and support them.  Engagement of the employees starts with each person and is quite subjective in nature. Both the managers and the leaders should be knowing their employees well. Some of the strategies through which the organization can use to help build the constituency of the engaged employees are they should be using the right engagement survey. The data should also be provided in order to influence the key performance metrics. The survey data must be specific and relevant to the organizational level. The managers also need to focus on engagement issues both at the local and at the organizational level. Therefore, the right managers should always be selected. When the employees are the company’s best asset, the managers of the organization should be caring for their priority. Organizations therefore will be having a valuable opportunity in transforming the work experience of the employees into ones which will be fulfilling and motivating.

There has been always a question in the mind of the professionals about the importance of pursuing MBA.  There had been varied objectives in mind for pursuing MBA. Pursuing MBA can also be the route for advancing to the higher stage in the professional careers or for switching careers across the industries.  Having completed a degree in the MBA programme while managing every work and family.

Kolb’s experimental learning theory in 1984 was introduced by David A. Kolb. The Kolb’s experiential learning theory usually works on the two levels which comprises of a four stage cycle for learning and the other is four separate learning styles. The theory of learning cycle basically comprises of four stages that are concrete learning, reflective observation, active experimentation and abstract conceptualization. The group projects which were taken place on and off the workshops helped in preparing the students in advance and also make them actively participate and work as team with the diverse international culture.  It had also helped in improving the leadership skills along with practical skills in the presentation. The journey of MBA have also helped in building trust and develop relationships to perform in various groups that will be helping in delivering the desirable outcomes. With the technologies it was easier to reach the virtual team members.

There are lot of ways by which I can improve my and succeed in the MBA programme. As once the programme take over, we usually have very less time to get the most out of the programme. Therefore there can be lot of ways through which I can improve myself. The first thing which can be done is focussing on career experimentation. During the recruiting process, we will be having access to the top companies that will be helping us to improve our weak points. The classes, clubs and the extracurricular experiences will help in engaging in real consulting, marketing and entrepreneurial engagements. By taking advantage of the resources available in school, I will learn the roles of a marketer, banker, consultant and more. This will help me in maintaining the best decision about the career path. I should also use the freedom of exploring new opportunities and meeting new leaders. I should also find some activity which will be giving me energy and make time to do it regularly as business schools often provides a busy schedule an stressful time as it will be quite stressful in the  first few month of the course. Therefore it will be really helpful finding something which would be allowing us to refresh our minds. For improving myself it is always essential that I must benchmark my success based on where we have started the program rather than measuring against the peers. Therefore it has been seen that the top business schools usually recruits students with backgrounds and experiences. The learning curve and the baseline are also completely different and unique for each and every student. By keeping this in mind, it will help me appreciate of what I have learnt and how much have I grown and it will also help me for preparing for the future career. I should be also use informational interviews in order to narrow scope of search and gather information that will help in preparing for interviews and build network of contacts that will be helping me in the long term.

This is quite an important question.  Pursuing an MBA degree is an important one for one to deeply reflect the underlying purpose of motivation for it. A strong convict would also do keep the passion alive for fuelling the journey. The stronger the convictions based on the derived reflections, the greater it will help in completing the rigorous programme. This would also help the students to face the academic rigour and other challenges in the programme.

The first thing which comes to our mind while choosing the MBA programme is the affordability. Expensive programmes tend to offer more exposure with great opportunities which are used for networking and interactions. One can also opt for the scholarship programmes which can give the most optimal value considering the cost against the benefits. The return on investments should also be focussed on. The second thing which needs to be considered is the duration of the programme. The programme that is short does not mean that it will be necessarily good. The opportunity cost should also be taken in to account. Full time programmes implies one needs to forgo their income which can be termed as the huge opportunity cost. Also the part time programmes needs one to balance work and family commitments.one should also choose a programme which will be relevant to the long term career goals. It ensures that that modules which we choose would be helping in completing and strengthening the current value proposition along with motivations and purpose established. The opportunity cost of pursing the degree should also be taken in to account. Also great programmes will be delivering intangible values which will be beyond what is assumed while adopting the right mind set and attitudes. The MBA program will also be teaching life skills which is beyond the business skills which will culminate into the new positive habits.

The programme will also help in fuelling the confidence which is needed to excel in the final project with the help of my team. As this is a programme which mainly focuses on the practical application in the real life industry settings in knowledge and acquired experience is a function of one’s investment. My peers and professors will be offering deep theoretical knowledge and experience on how the business problems can be solved. The libraries along with various search databases will be providing means of how one can deep insights in the literature of the management science. With the help of right motivation and purpose, the efforts can help in strategically and tactical business problems. I have also learnt that with right mind set and platforms, one can also expand the competencies. It is also important to develop the professional network from the available platforms in the programme. I also learnt that actively participating in activities and events will also help in performance. Over the past years we also had the opportunity of participating in different kinds of programmes. It must be need that earning an MBA degree should not be the end of one’s learning journey. It will help in adding one’s invaluable working experience, it will also help in creating lifelong networks and will also challenge the minds with new knowledge. An MBA programme therefore can be seen as the learning and development milestones in one’s professional career. Although it may not make me an expert in the management sciences, it will definitely provide me an overview of the management sciences and a platform to leverage on thee acquired knowledge.

It must be need that earning an MBA degree should not be the end of one’s learning journey. It will help in adding one’s invaluable working experience, it will also help in creating lifelong networks and will also challenge the minds with new knowledge. An MBA programme therefore can be seen as the learning and development milestones in one’s professional career.

According to the Rolfe’s reflective model, the reflection essay can be formatted in this way such as;

Different kinds of programmes and events have been taken place during the MBA program. Different kinds of projects were undertaken where we have to intensively research the work. Various type of projects were undertaken which have been performed with the help of the team.

Performing with team have also helped me in learning various things. Earning an MBA degree will be adding to the experience for all and will also crate lifelong networks and challenges in mind with new knowledge.

Using the acquired knowledge, experience and networks for creating the value by following the dreams will help in pursuing greater good for the society. The learning journey should continue with discipline and rigour. I will therefore strongly encourage everyone to embrace the skills and should apply them for the growth of the careers. The ability to swiftly learn and developing competitive advantage in any firm is highly recommendable. There should also be a room for continuous developments.

From my reflections, it would be depending on the goals which is on and off the programme. The main principle in order to achieve success is the need of discipline. When the established commitments are adhered and we actively engage with the academic material, we can easily achieve growth. It should be also known that in the stage of our final project we all had the opportunity to pursue our dreams and also apply the set of business skills and knowledge in the real life practice business problem of our choices. Some of the students although ventured in to the entrepreneur business while the oaths worked on the projects which was either sponsored by the companies. Some of the students also worked on the advancing academic knowledge in their specific field of management or in their specific filed of discipline. This time I had an opportunity to work on the employee engagement issues which took place in Schulmberger. Here I could work upon Schlumberger and come to know about the job cuts and the various issues which usually takes place related to the employee engagement. I could also find solutions on how issues of employee engagement can be solved. In cases when the exam drew nearer, we had been performing well with the study plans which was usually carried out during the time of exams. Forming group study was also a productive endeavour for those subjects which needed extensive research work and preparation were required in order to cover wide range and depth in a short period of time. In one of the exams of strategic management   had the opportunity of assuming the role of a manager of a business firm for a specific kind of interest. We also only had a three weeks’ time for preparing ourselves and therefore forming a group and preparing ourselves had been wonderful experience.

The programme will also help in fuelling the confidence which is needed to excel in the final project with the help of my team. As this is a programme which mainly focuses on the practical application in the real life industry settings in knowledge and acquired experience is a function of one’s investment. My peers and professors will be offering deep theoretical knowledge and experience on how the business problems can be solved. The libraries along with various search databases will be providing means of how one can deep insights in the literature of the management science. With the help of right motivation and purpose, the efforts can help in strategically and tactical business problems. I have also learnt that with right mind set and platforms, one can also expand the competencies. It is also important to develop the professional network from the available platforms in the programme. I also learnt that actively participating in activities and events will also help in performance. Over the past years we also had the opportunity of participating in different kinds of programmes.

 The group projects which used to take place on and off the workshops would help oneself to prepare in advance and also actively participate ad work as a team while compromising the diverse international culture. This is where we can work on the leadership skills and also put our practical skills on the work and on the real life studies ad problems in the industry. The students also had to develop trust and relationships with others and had a wonderful experience and knowledge sharing. Performing in the various groups would help us to deliver the desired outcomes which are needed in stipulated time, which could also termed as learning by doing. There had been many instances where we had the opportunity to evaluate ourselves, analyse and create interesting ideas which are based in the insights beyond the textbooks and the academic journals. Although the academic journals, textbooks, magazines and newspapers provided us with ample amount of information which are usually based on the study. On a regular basis I would devote my time planning for my studies and reading materials such as academic journals during the breaks and also planning for the assignments which will be upcoming. I would also take note of everything which is being for the betterment. Therefore, in order to summarise it can be said that with the acquired knowledge, networks and experiences one should follow their own dreams and pursue a great career .the key is remain humble and recognize our own efforts and capabilities which also tells us there is always a room for learning and improvements.

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