British Petroleum Essay Example | Topics and Well Written Essays - 3000 words

British Petroleum - Essay Example The business model of BP aims to generate value for the hydrocarbon value chain. The process usually starts through exploration and ends with energy supply (BP, 2012). In 2011, the growth in global oil consumption slowed although robust growth continued in China and other non OECD countries. Despite the slowdown average prices of crude oil were however higher as compared to previous years (BP-a, 2012). BP facts and figure indicates a stable growth where its sales and operating revenue stood at 83,400. The core brands of BP are Castrol, Arco, ampm, Aral and Wild bean cafe (BP, 2012). The paper deals with the above mentioned organization, British Petroleum and discusses the organization in much more detail in order to analyze the company structure its work process, the strategy the organization is currently following and future plan along with its competitive advantage which keeps the company ahead of its competitors. Structure of the organization BP organizes the business in a way so that energy products are and services which are required by the people around the globe are served at an appropriate time and as per the needs. The business model of BP aims to create value in the value chain process and as stated above it starts with exploration and ends with supply of energy. The organization of BP consists of marketing and refining, upstream, people of BP and their values and alternative energy. The upstream usually finds, develops then produces and transports natural gas and oil to the market. BP operates in around 26 countries and it employs approximately 84,000 employees. The major markets are Russia, USA, North Africa, UK, Asia, Canada, Middle East and others. The marketing and refining teams are responsible for trading, supplying, transporting, refining, and also for marketing the products. BP has 17 refineries and it markets them in 100 countries the role of R&M plays an important part. BP constitute of approximately 83,400 people, contractors and suppliers in the organizational chart. BP value lies in safety of the people, respect for the world, excellence through disciplined management and systematic operations, courage to face difficulties and the team, where the employees trust each other (BP-b, 2012). The following is the organizational structure of BP headed by Robert Dudley Figure 1: Organizational structure of BP (Source: The Official Board, 2012) Entrepreneurship BP has also encouraged entrepreneurship among women through its commitment towards upliftment and gender equality. BP Southern Africa entered into partnership with the â€Å"Women Development Trust† to provide the women with a stable platform to secure success in the business sector. BP was encouraged by the determination and passion of the women towards their approach for their business and was highly pleased to get associated with WDT who has also contributed towards the transformation process and success among the women entrepreneurs. At the government leve l, BP has taken various steps in order to advance the position of women in the society and thus encourage the women to take part in business and create business environment. In addition to the above discussion, BP had also developed corporate entrepreneurship model after the most troubled period in 1980s and has managed to develop the brand as a global energy company and has added renewable energies in its portfolio. In an attempt to re invent as a supplier for all forms of energy BP has thus adopted a corporate entrepr

Violence in the Nursing Workplace Essay Example | Topics and Well Written Essays - 2500 words

Violence in the Nursing Workplace - Essay Example corporations; and numerous unions, communities, doctors and hospitals have joined (U.S. Department of Health & Human Services, 2007). In providing the high quality health care the challenges are significant, particularly in the highly decentralized health care system in the United States. The cost and quality of care in the United States are frequently the two major issues of discussion. According to statistics, the United States is below the average for developed countries in health measures such as infant mortality (CDC, 2007), maternal death (Hilts, 1995), and life expectancy (WHO, 2000). On the other hand access to advanced medical treatments and technologies is greater than in most other developed nations. One of the major challenges faced by the health care sector is the shortage of nursing staff. Recent national statistics show the average age of nurses rising while the rate of those entering the profession has slowed over the past few years. The reason for the nursing shortage includes the average age of nurses is 45 years, the image of the profession, work environment issues especially the high stress situations and the faculty shortage. Health care organizations increasingly depend on staff nurses to meet patient and organizational outcomes. In most of the cases, to achieve these outcomes, staff nurses must be willing to assume additional roles while providing exceptional job performance. In other words, it is not the case with other jobs where work is just restricted to the individuals' interest to grow and perform. Besides organizational commitment has been connected to a variety of desired organizational outcomes and work behavior including decreased turn-over, patient satisfaction, and exceptional job performance. Today with the increasing pressure on the nursing staff, it is estimated that first-year retention rates for new graduate nurses is only between 40% and 65%. In terms of numbers as many as 6 out of 10 new nursing grads leave nursing practice within one year of graduation (Rosebrough, 2005). One of the main reasons for them to leave the profession is the workplace violence they experience particularly in the initial years of their practice. Workplace violence is one of the most complex and dangerous occupational hazards facing nurses. It is a common that nurses experiences violence from both patients as well as co-workers. The dangers arise from the exposure to violent individuals together with the absence of strong violence prevention programs and protective regulations. These factors combined with organizational realities such as staff shortages and increased work pressure creates substantial barriers to eliminating violence. Statistics point out that more than 1.6 million people worldwide lose their lives because of violence every year (World Health Organization, 2002) and as many as 72 per cent of nurses do not feel safe from assault at work (International Council of Nurses [ICN], 2004). Health-care professionals are at the highest risk for being attacked at work, when compared to other professions such as prison guards, police officers, bank personnel or transport workers (Kingma, 2001). Workplace violence is a concept with ambiguous boundaries. The U.S. Occupational Safety and Health Administration (OSHA) and the U.S. Centers for