Using the behavioural theories as a concept, the Ohio state model declares that having an initiating structure and consideration makes a high high leader. Like the sociotechnical system this means that managers get to know the subordinates on a deeper understanding to help improve the communication flaw. However, BP lacks the consideration; this is most likely due to how global the company is (BBC News, 2010), by adopting this on a small scale, the company would understand the people and growth of the business and work to the most efficient way possible according to the theory.
The hierarchy of employees can also affect the way in which the company can communicate overall. Theories created by Yukl (1990), demonstrate the diverse ways in which people respond to the hierarchy and the power in which they hold, those in a lower rank to them receive demands and intimidation, and those in a higher rank get treated with respect and reasonable approaches. With organisations like BP, who have a large number of employees this can prove to be very difficult, as employee opinions are often easily disregarded; for example Marc Kovac, a mechanic and welder for BP, informed them of the problems during the Alaska spill, he stated ‘The condition of the [Prudhoe Bay] field is a lot worse and in my opinion a lot more dangerous’ (Leopold, 2010). This opinion was completely disregarded regardless of his knowledge and experience, had the company hierachy not been so important he would have been acknowlegded. The Hales 2001 model, it has two principles; personal and positional, applying this to a company, personal is head of department and positional being managers. He describes the positions having different responsibilities and diverse authority levels, and by using this hierarchy gives every position of employment power and the ability to voice their opinion, by applying this to the above scenario it would mean Marc Kovac’s statement would have been acknowledged, which as an example of how communication can solve problems.
Using Maslow’s hierarchy of needs theory it illustrates the way in which people prefer to be treated so when one sector of work is satisfied the model becomes stronger. Using one of the desires as an example, belongingness and love, it is clear it is key to feeling like a part of the company, and the realisation of the importance in a business. This can be done in many ways; communication between mangers and workers, recognition of good work through bonuses, and knowledge of job security. When applying this to BP is it clear to see this may not be the circumstance as one case study found that employees who were drilling were unaware of the amount they were getting paid (BP Part Two Case) let alone be in contact with managers or be applicable for bonuses, and thus they didn’t take much pride in the work they were doing, however had Maslow’s approach been taken, the work that was complete could have been done to exceptional standards.
In conclusion it is clear to see that communication is a vital part of a company, the way in which managers behave reflect the company to show what standards they provide. By having this as a flaw, it can cause problems such as the Gulf of Mexico and Alaska. However by improving on this sector it can help to build a company that is proven successful and help to prevent future problems. By adapting theories such as the sociotechnical, it will help to build a relationship between a managers and a worker, and by using Hales model it can allow managers to build on their character and the way in which they perceive those ranked below them. Overall, it is clear to see the way in which BP behave originates from their hierarchy culture where the workplace is one that is mechanical (BP: $30 Billion Blowout, 2010) and appears on the surface to be organised but when dug deeper it is clear the mechanical workplace is what stops them from being a controlled and functional organisation by adopting the models as addressed these issues may become a thing of the past.
References:
BBC News: 2010, BP Chief tells MPs Gulf Spill was ‘devastating to me’
Last accessed: 04.12.2010
Website: http://www.bbc.co.uk/news/business-11317067
Boddy, D. (2008) Management: an introduction, 4th edition, Harlow, Pearson Prentice Hal
BP Part Two Case
Last Accessed: 03.12.2010
Website: https://vle.dmu.ac.uk/webapps/portal/frameset.jsp?tab_tab_group_id=_2_1&url=/webapps/blackboard/execute/launcher%3Ftype%3DCourse%26id%3D_371559_1%26url%3D
Carolyn W. Merrit, 2005, Statement for the BP Independent Safety Review Panel
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Hannagan, T. (2008), Management: Concepts ad Practices, 5th Edition, London: FT/Pitman Publishing
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Last accessed: 01.12.2010
Website: http://www.globalresearch.ca/index.php?context=va&aid=19763
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On: BBC iPlayer
The Economist
