Daelim Oman leadership

Having considered the theory, research and science, characteristics of organizations identify and assess:

1. The seven structures and systems present in your organization
2. Analyze and describe how the present Leadership Value Systems and Structures in your organization impact on leadership, management and staff.
3. Consider and analyze differences to your competitors (local or global)
4. Consider to what extent are these differences positive points of differentiation or negative traits of the organization

Daelim Petroface Company has a leadership system that depends on research and practice in order to reach success and improve productivity and profitability. The company's leadership depends on using many leadership systems in order to reach different levels of improved performance. This system uses the vMemes and chooses some of them to focus on. According to Dawlabani, (2014) the theory of Grave can be very effective and helpful for helping leaders and business organizations as it has many levels to choose from. In Daelim there are many levels of leadership such as using the purple level to support team work, group participations and protecting employees in a safe work environment. The red level is used to assure power of leaders over employees in order to make them obedient and in order. The blue is used to for improving the employees' obedience through following rules and laws of the company as well as being adequate to the needs of the authority working to achieve goals of the organization. The orange is used in a way that ensures employees' motivation and in making them work in a balanced work environment. The green is used when the organization is trying to provide comfort and relaxation to employees in order to make them feel at one unit of work and cooperate together. The yellow is used when the organization is trying to develop the level of performance of employees and training them to reach higher levels of performance. Learning and education are focused on through the yellow system of mindset. The turquoise level is focuses on to show that the organization is working according a holistic approach that is interested in general concepts of cleanliness of the environment and general peace of the word.

In Daelim, the most dominant vMemes are the green and the orange as the organization is trying to apply new transformational leadership style that needs motivation, communication and comfortable work environment. There are many changes that the organization is trying to do through applying these Memes and these changes are meant to improve productivity and profitability. The organization leadership also focuses on the yellow meme in order to encourage employees to learn through training and educational courses. Transformational leadership is preferred for applying many changes in the organization and because it is flexible and effective in communicating change and applying it. According to Miller, (2012) communication is very important in order to apply changes in the business organization as it can help change employees' ideas about the leadership and about what can be done to achieve changes. He also added that communication should be applied by the leader through different levels. In Daelim, the transformational leadership is the dominant leadership style and there are main two Memes which are dominating as they are the orange where employees are motivated and encourage to innovate and create new ideas and the green one where employees are engaged and empowered in order to feel at ease in the business organization and comfortable and having high sense of belonging. There is also the yellow level as employees are trained and more learning and education is given to them in order to develop their performance and reach higher levels of success. Sometimes the red and blue levels are applied in order to maintain adequacy and make sure that rules and orders are applied in the organization. 

There are many local and international companies that work in the gas and oil industry and the competition in this field is very high and strong. Competition is high because there are differences between companies in the leadership styles and techniques used and followed by leaders, these differences can make the company in need for making comparisons with other companies and try to apply new techniques and systems that are applied by other companies in order to achieve success, differences can also be effective when the company tries to avoid them and deliver new techniques and systems for being followed. The company's current leadership styles are important because it raises the effectiveness of the company when dealing with customers and meeting their needs and international measurements of oil and gas products. The company is located in the Sohar Industrial Area, 230 km North West of Muscat, the scope of work encompasses engineering, procurement, construction, start-up and commissioning services at the refinery.  The contract includes improvements at the existing facility as well as the addition of new refining units.
The refinery was originally constructed and commissioned in 2006 and ORPIC is now investing in improvements at the site to enhance the current production capacity.  When complete, it is anticipated that the revamped facility will increase current output by more than 70%.(Petroface, 2017)

Now that you understand your organizations structure, consider your organizations sector. Critically analyze:

a.      How has your sector evolved?

b.      In what way do they differ to your competitors (local or global)

c.       To what extent are these differences positive points of differentiation or negative traits of the organization

Daelim company has a leadership style that evolved to be transformational but it was before transactional and it focused more on applying rules and focusing on authority roles more than innovation and creativity. Currently it evolved to include many concepts that are applied such as employees' empowerment, engagement and compensation systems instead of reward. The oil and gas industry has grown largely in Oman. According to Kruger, (2008) discussed the sector theory and the relationship between leadership and productivity as he mentioned the structural change and the effect of applying it using effective leadership styles as when using the transformational leadership style to apply change, this ensures change sustainability and effectiveness, he discussed the driving forces to structural change such as planning, motivation and employees' compensation. He explained how to reach the sectoral shifts through the organizational development and how to identify competitors' qualities and presenting new ideas to develop the business and gain better qualities than competitors in the market. 

The sector of Dealim has focused on many factors that helped it evolve and develop such as employee compensation that includes many elements such as recognition, monetary rewards, non-monetary rewards, social relationship, fringe benefits and job satisfaction. Ahmed et al, (2014) Explained how transformational leadership can ensure employees' satisfaction through its strategic planning that can present effective compensation system that is based on the external and internal factors in the organization. They also referred to the organizational citizenship behavior and how it can be focused by the transformational leaders who motivate employees and encourage them to participate in the business with real motives and intentions. The company hence is trying to apply change on its structural planning as the plans include short term and long term goals of achieving organizational goals. Because the company is a joint venture, competition in the oil and gas field is very strong and requires many development steps in order to boost the market.

Competition in oil and gas field is very severe in the Gulf area and worldwide, this makes Daelim work hard and try hard to have the best human resources and leadership in order to reach competitive advantage and success in the field of gas and oil locally and internationally. Many companies in Oman are competing Daelim such as Oman Oil Company S.A.O.G, PDO, Oman Gas Company and others. All are trying hard to reach competitiveness through innovating new products and providing new solutions for customers by products that are clean and friendly to the environment. They make different transformations and changes to boost the local Gulf market and internationally especially in the Middle East area, the MENA area and worldwide. Competition is very important to encourage any company to work hard and find out effective solutions for its customers, Kumar et al, (2013) discussed how leadership activities can affect the organization and its success when they try to complete the chain of knowledge creation by getting the required data about other competitors and employ it in order to provide effective processes of decision making and they referred to the importance of employees know their roles in the knowledge creation process.     Swamy and Wamy, (2014) explained the need to comparison between different rivals in the market in order to compete them and reach competitive advantage. They stressed the need to be well acknowledged by all leadership activities and styles applied by other rivals in the market and they also discussed the need to find new business strategies in marketing, distribution and other activities. Oil and gas field in Oman faces competition with many companies in the Gulf and Middle East area and this made the company present new products and other updated products that are not produced by other rivals.

All business organizations around the world have found that leadership is a key for competitiveness and it is important to focus on it in order to succeed. According to Cavazottee et al, (2013) transformational leadership is a style that can help the company find new ideas for implementing change and achieve success in the field of business. Daelim focused on transformational leadership for these reasons and for raising the flexibility in dealing with employees and talented who can find out new innovations that help the company succeed. Competition with other rivals and comparisons are in some ways positive points for the company because they help the leadership of the company understand how other rivals work, plan and apply leadership strategies and this is effective in implementing new leadership styles such as the transformational leadership style. It can also be passive for the company if the company is not able to apply changes in leadership style or facing very difficult hinders in the way of achieving transformations as according to Aaroans, (2007) transformations can be applied if the leadership style is supportive to them and if it is well applied by leaders who are in need to have full awareness for means of implementing this leadership style and making full use of it.

Having examined change and transformation critically assess and analyze how to ensure your organization’s  continued growth and success, organizations need to undertake transformation and growth.  

a. What kinds of changes are taking place in your sector and what do you believe the most successful organizations are doing to embrace the changes required to deliver continued success?

b. To what extent is your organization at the forefront of this transformation (or maybe it is trailing some of the best organizations in the sector). Give examples of specific actions and leadership behaviors you are seeing to underpin your view.

In Daelim Petrofac Company, changes are occurring for the purposes of development and competitiveness. Changes cover many areas in the organization such as in products, work environment, distribution areas and in leadership. Leadership focuses on changing all areas of the business in order to provide new products that are presented to the customer in many innovative means. The competing organizations are also using new innovative techniques in all areas of the business and Daelim is trying to provide the market with different products and different production lines in order to surprise the market locally and internationally with these products. Changes are also made in the human resources management area in order to invest in human resources in order to prepare them to apply the changes and not to be low effective in applying changes. The company is also using frameworks and models for change in order to evaluate its current situation, needs and future aspirations and to meet the market's needs and meet customers' expectations. According to Zhang et al, (2016) there are many frameworks for applying change such as that of Zhang et al, (2016) as they confirmed the need for a framework that supports sustainability when implementing change and they presented a framework which is the integrated diagnostic framework that is mainly based on diagnosing the defects of the current leadership style in the organization and how to find new means for applying changes and what changes are most suitable and can be more effective according to the field of business, the market and the customers' needs. This framework is based on identifying the internal and external growth management systems and how to employ all resources of the company in order to implement the change desired for competitiveness.

Daelim can also find suitable frameworks in order to apply them in the organization such as those presented by Zhang et al, (2016) as the company has to evaluate its current situation and measure its capabilities compared by other companies in the same field in order to meet the market's needs and then to apply the framework according to these needs. Zhang et al, (2016) discussed the GMM model that can be used by the business organization to implement change as the model is based on measuring the systems and sub systems of the organizational managerial proficiency and those sub systems are Organizational Purpose systems, Structure systems, Relationships systems, Helpful Mechanisms systems, Rewards systems, Leadership systems, Environmental systems and Attitudes Toward Change systems. The company can focus on developing all systems and then to maintain sustainability for this development and then to measure the outcomes by measuring the quality of best practices that the organization  has conducted. The model also presents a support for analyzing the company's stages of operations in order to state what areas that need support and change will affect better. It uses internal organizational diagnosis that states how far the internal environment of the organization is in need for change and how to apply it. Daelim can apply such model in order to assess, analyze and support its internal organizational system and find out the areas that need changes to be applied.

Every organization faces challenges and problems, which can be driven from rapid growth or serious decline. Identify and critically assess:

a. The top two or three big issues your organization is facing

b. Key actions your organization needs to take to put it on a path of future sustainable success.

The organization can also support its leadership by encouraging leaders to innovate ideas and changes within their areas of work in order to encourage employees to present change and innovations. The work environment can also be changed in a way that can support critical thinking, freedom and relaxation in order to encourage employees think and present effective ideas. Communication is also very important and leaders should encourage employees to communicate with each other and with leaders as changes can be communicated within he team that is cooperating to achieve change. There should also be frameworks for change management and how to face any challenges that may hinder the challenges face them.  

References

1.      Ahmed, F. Abbas, T. Latif, S. Rasheed, A. (2014). ' Impact of Transformational Leadership on Employee Motivation in Telecommunication Sector.' Journal of Management Policies and Practices June 2014, Vol. 2, No. 2, pp. 11-25 ISSN: 2333-6048 (Print), 2333-6056 (Online) https://pdfs.semanticscholar.org/ace7/fa04bb99a701b43c079c0a35cd91253e67fc.pdf

2.      Aarons, G. (2007). ' Transformational and Transactional Leadership: Association With Attitudes Toward Evidence-Based Practice.' https://www.ncbi.nlm.nih.gov/pmc/articles/PMC1876730/

3.      Cavazotte, F. Moreno, V. Bernardo, J. (2013). ' Transformational Leaders and Work Performance: The Mediating Roles of Identification and Self-efficacy.' http://www.scielo.br/pdf/bar/v10n4/07.pdf

4.      Dawalabani, S. (2014). ' VALL]E, SYSTE,MS AND THE FUTURE OF LEADERSHIP.' http://www.memenomics.com/wp-content/uploads/2014/07/Leader-to-Leader-SED.pdf

5.      Kumar, K. Jain, K. Tiwary, R. (2013). ' LEADERSHIP ACTIVITIES AND THEIR IMPACT ON CREATING KNOWLEDGE IN ORGANIZATIONS.' https://www.regent.edu/acad/global/publications/ijls/new/vol8iss1/2kumar.pdf

6.      Kruger, J. (2008). ' PRODUCTIVITY AND STRUCTURAL CHANGE: A REVIEW OF THE LITERATURE.' http://www.vwl.tuwien.ac.at/hanappi/AgeSo/rp/Kr%C3%BCger_2008.pdf

7.      McCleskey, J. (2014). ' Situational, Transformational, and Transactional Leadership and Leadership Development.' Journal of Business Studies Quarterly 2014, Volume 5, Number 4 http://jbsq.org/wp-content/uploads/2014/06/June_2014_9.pdf

8.      Miller, B. (2012). 'Leadership Communication: the Three Levels.' https://www.mcgill.ca/engage/files/engage/leadership_communication_miller_2015.pdf

9.      Zhang, J. Schmidt, K. Li, H. (2016). ' An Integrated Diagnostic Framework to Manage Organization Sustainable Growth: An Empirical Case.' MDPI.