Thesis (Ph.D.)--University of Tulsa, 1995. / Includes bibliographical references (leaves 228-238).

Title from PDF of title page (University of Missouri--Columbia, viewed on Feb. 23, 2010). The entire thesis text is included in the research.pdf file; the official abstract appears in the short.pdf file; a non-technical public abstract appears in the public.pdf file. Dissertation advisor: Dr. David Mandy. Vita. Includes bibliographical references.

This thesis sets out to identify the organisational antecedents of individual safety behaviour in the workplace, particularly rule violations. The research was set in the UK offshore oil and gas industry as an example of safety management in hazardous work environments. Study la is a review of incident reports collected over one year in a large UK offshore operating company (n=296). The database was examined using Tripod methodology (Groeneweg, 1996) to understand the relative importance of human factors causes within accident causal pathways. This revealed that unsafe acts, in particular procedural violations, were the most frequent immediate cause of accidents. This was followed by Study lb, a review of the company's safety-related internal audit findings and their remedial actions, which again showed the prevalence of human factors issues; whilst the remedial measures were largely addressing non-human factors issues. A problem with historical reports is their reliability; therefore Study 2 took a proactive approach to determine the frequency and type of rule breaking prevalent in the UK oil and gas industry. This was carried out through a questionnaire study on three locations, offshore and onshore (n=279). The instruments were drawn from existing rule breaking scales (HSE, 1995a; Mearns, Flin, Fleming, & Gordon, 1997), but further developed to test Lawton's (1998) violations taxonomy. This revealed a high prevalence of rule breaking, particularly Situational and Routine violations, which provided support for the violations taxonomy. Also, more frequent rule breaking was associated with a higher injury frequency among co-workers and more self-reported injuries. For a better understanding of these results, Study 3 developed and tested a model of the organisational antecedents of individual rule breaking behaviour. A questionnaire study was used, across 12 offshore locations (n=1414) using a combination of established instruments and scales developed specifically for this research. This revealed that the two independent variables, Organisational Features (Work pressure, Job Satisfaction, Safety Discussion and Satisfaction with Safety Management System Activities) and Social Safety Norms (Others Approval of Shortcuts and Relationship with Supervisor), were associated with self-reported rule breaking. However Organisational Features was more strongly associated with individual accident involvement and Social Safety Norms was a stronger predictor of violations. This study also revealed other aspects of rule-breaking behaviour, which has not been studied extensively in previous research. In particular, it highlighted the importance of job satisfaction and perception of one's colleagues attitudes to safety in predicting violations. This study also revealed that the relationship between rule breaking and some of its antecedents (Involvement, Work Pressure and Approval of Shortcuts) are better explained by non-linear relationships. For the Social Safety Norms variable, the direct influences on individual rule breaking were compared for senior management, site management, immediate supervisor and colleagues. This showed that colleagues' approval of shortcut taking was the strongest predictor of individual rule breaking. This was discussed in relation to Social Exchange theory (Blau, 1964) for Organisation Features, and to Social Influence theory (Latane, 1981) for Social Safety Norms. This however does not address the indirect organisational influences on individual behaviour. There is much speculation about the importance of senior managers in safety management (HSE, 1999; Flin et al, 2000) but little previous research specifically on their role. Study 4 was therefore based on appraisals of safety leadership and leadership style by subordinates (n=256) and self-reports (n=59), from the most senior managers in the company. This was done using instruments developed for this study and the Multifactorial Leadership Questionnaire of Transformational, Transactional and Passive Leadership styles (Bass & Avolio, 1995). This revealed that a charismatic leadership style, (Idealised Influence Behaviour) is associated with a stronger perceived commitment to safety; whilst managers with a more passive style (Laissez-Faire and Management by exception passive) were perceived more negatively. For a sub-sample, subordinate perceptions were correlated with safety performance data. This showed that the priority placed on safety was the strongest determinant of organisational safety performance, with those placing a higher priority on safety having a better safety performance. Overall, the evidence presented in this thesis highlights the organisational influences on committing violations and the importance of managing rule breaking to accident prevention. However, to achieve this requires a focus at the workgroup and leadership level, as well as the traditional management system and individual worker-focused approaches.

Thesis (DTech (Information Technology))--Cape Peninsula University of Technology, 2015. / The energy sector is fast nearing a tipping point of no turning back. Transitioning from fossil fuel to renewable energy holds both threats and opportunities for businesses across the world. Africa is a continent rich in natural resources. The World Bank predicts that by 2020 only four or five African countries will not be involved in mineral exploitation. However, the continent is in economic, political and social crises with the majority of Africans living in poverty. As an enabler of business, business expects information technology (IT) to support, grow and maintain their existing portfolio of IT products and services while at the same time innovate and build new IT competencies to respond rapidly to the transition towards renewable energy. But, IT leadership is blamed for being rigid and unable to service the evolving needs of their organisations. As a result, traditional management theory is failing IT leadership in responding to the rapid rate of change required for serving as an enabler and transformational agent for business in leveraging technology to create a competitive advantage. As an enabler of business, the rate of implementing new products and services has a direct impact on organisational competitiveness, something that traditional management theory does not provide for. Theory tells us what technical skills the IT department requires; it does not tell us what people skills are required. In addition, business managers in Africa need to develop the ability to integrate traditional and conventional management styles to resolve the unique challenges they face. The implementation of an effective and efficient IT department remains problematic for business and IT management as traditional management theory does not necessarily support the implementation of IT within organisations in the African Oil and Gas industry. This research explores the disconnect between traditional management theory and the way that IT implementation works within the African Oil and Gas industry. The study followed an inductive research approach. The research paradigm fluctuated between exploratory humanism and interpretivism. The African Oil and Gas industry presents the case study. A multistage mixed-model research design (a subset of mixed method research) was followed, combining quantitative data with qualitative data in order to add depth to the findings. The multistage mixed-model research design allowed for the collection and corroboration of data and enhanced the credibility of the study. This design was used to expand the qualitative and quantitative data collected by challenging the results from both methods.

There is a lack of theoretically based, and empirically proven, team training methods for optimising and maintaining effective team performance. The aims of the thesis were to: (i) develop a method to carry out team training needs analyses, and use this to identify theoretically valid intervention techniques; (ii) develop and test a particular type of team training designed to improve team performance in high-reliability industries; and (iii) develop and utilise team training evaluation techniques. A team training needs analysis was carried out to identify the team training requirements of nuclear power plant operations personnel. This resulted in the design of a nuclear team skills taxonomy, in which the specific team competencies required by the team members were identified. Using this taxonomy it was possible to identify four training and three organisational interventions to improve the performance of the teams. The remainder of the thesis concentrated on the application of the most widely applied team training technique, Crew Resource Management (CRM) training. CRM has been used in the aviation industry for over 20 years, and is beginning to be applied in other high-reliability industries. However, a survey of UK aviation operators (n=l13) showed that the majority do not utilise formal evaluation techniques to assess the effects of their CRM training. The main reasons for this are a shortage of resources and a lack of guidance on suitable techniques for evaluating training. Several CRM evaluation techniques were developed and tested. A questionnaire was designed to assess the effects of CRM training on the attitudes of nuclear operations personnel. It was found there was generally an initial increase in the positivity of attitudes immediately after training, and then a decay in attitudes when they were measured again after a delay of six months. A prototype CRM training course was designed, and delivered to 77 offshore oild and gas production personnel Their reactions to the training were generally favourable and, as measured using a questionnaire, a significant increase in positivity of attitudes was found for decision making and personnel limitations, but not situation awareness or iii communications. The ability of the course participants to identify the causes of accidents in written scenarios was also not found to improve as a result of the CRM training. Finally, a European behavioural marker system designed to allow an assessment to be made of the non-technical (CRM) skills of flight deck crews (called NOTECHS) was tested. Data were provided from an experiment involving 105 training captains from 14 European airlines. Following an analysis of the validity and reliability, it was concluded that the NOTECHS system appears to be a satisfactory system for carrying out an evaluation of pilots' CRM behaviours in the aviation industry. The main findings of the thesis were: (i) A multi-faceted methodology was found to be useful in carrying out a training needs analysis, and to identify intervention techniques to improve team performance. However, these interventions must be applied and evaluated to assess their effectiveness. (ii) Researchers must take care when using a team training method, such as CRM, which has been successful utilised in one particular organisation, and applying the same model in another without first testing it in the new domain. (iii) There is a need to develop more reliable questionnaire items to assess attitudes to CRM skills such as decision making and situation awareness, and techniques to assess the CRM-related knowledge of participants. It is argued that properly designed and tested behavioural marker systems provide a method for evaluating the CRM skills of operations personnel, as long as the system is valid and reliable, and raters have received training to use it accurately. As industry becomes increasingly complex, there is a continuous challenge to design, deliver, and evaluate team training. Overall, this thesis has added to the research to address these challenges and indicated the areas in which further psychological research is required. It is only through this type of analysis that team training theory can develop and practitioners can be provided with the tools necessary to design effective team training.

Dissertation (LLM)--University of Pretoria, 2014. / gm2015 / Centre for Human Rights / Unrestricted

No description available.

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Wireless Sensor Networks (WSNs) has become increasingly important in the Oil and Gas industry. Despite the various advantages WSN has compared to the wired counter parts, it also faces some critical challenges in the oil fields; one of them is the power supply. The periodic replacement of batteries for the WSN in the downhole environments has been economically inconvenient and the enormous cost induced by the maintenance has turned people's attention to the energy harvesting technology, hoping for a more sustainable solution. Power supply is only half of the problem. To retrieve the data recorded by the various sensors in the downhole environments, a reliable way of wireless communication is required. A new approach utilizing acoustic communication was proposed. This thesis presents an Archimedean Screw Turbine (AST) based energy harvester that takes advantage of the abundant flow energy in the upper stream section of the oil production cycle, especially in the water injection wells and oil extraction wells, with the goal of providing power supply to Wireless Sensor Networks (WSNs) and underwater acoustic modems deployed in the various locations in the downhole environments. Parametric study on the number of blades, screw length, screw pitch, and rotational speed was conducted through CFD analysis using Ansys Fluent in order to determine the optimal geometry and operating conditions. The relationship between power generation and AST geometries, such as AST length and AST pitch, were discovered and the optimal rotational speed was revealed to be solely dependent on the screw pitch. Experiments were conducted in the lab environment with various flow rates and various external resistive loads to verify and determine the maximum power generation of the designed harvester. FEA analysis was conducted using the Acoustic and Structural Interaction Module of COMSOL MULTIPHYSICS to determine the attenuation characteristics of acoustic waves propagating in the water-filled pipes buried in soil. Experiments with and without the harvester integrated in the pipe system were conducted in lab environment using a pair of under water acoustic modems to determine the acoustic communication capability. The impact of the integrated harvester on the acoustic communication was tested. Combining energy harvesting technology and underwater acoustic communication together, this system can potentially achieve real-time monitoring and communication in the oil downhole environment. / Master of Science / Oil and Gas industry has been the primary energy source provider for our society for hundreds of years. As this industry evolves with new technologies, it also faces new challenges. One of the main challenges is the power supply problem in the oil field because of the limited lifespan of traditional batteries used in the oil production process. This study present a novel energy harvesting device that can replace the traditional batteries. By taking advantage of the constant fluid flow in various wells at oil field, the device can provide power for electronic devices, including but not limited to wireless sensors, communication modules, at the oil extraction sites, without needing additional power supply. This novel energy harvesting device can also be integrated with communication modules that uses acoustic wave to achieve wireless acoustic communication between underground and the surface. In this study, the harvester design, optimization, tests, and integration with acoustic modems were presented. With the help of such energy harvesting device, Oil and Gas industry will be one step closer to achieving true wireless, and real-time monitoring and communication. This will not only reduce maintenance cost but also greatly improve the production efficiency.

No description available.