MBA Project: Analyzing Employee Engagement Problems at Schlumberger

This report examines the employee engagement issues faced by Schlumberger, a major oilfield services company. The study focuses on the impact of significant job cuts on employee morale, job satisfaction, and organizational performance. It explores the factors affecting employee engagement, including job responsibilities, growth opportunities, competition, and transparency. The report analyzes how these issues affect operational management, financial aspects, marketing strategies, and supply chains. A literature review provides models for understanding employee engagement, and the report offers recommendations for addressing the identified problems. The report highlights the importance of proper employee monitoring, effective management, and the role of human resources in fostering a positive work environment, with the ultimate goal of improving employee engagement and reducing associated costs.

Running head: EMPLOYEE ENGAGEMENT ISSUES OF SCHLUMBERGER
Employee engagement issues of Schlumberger
Name of the student
Name of the university
Author note

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EMPLOYEE ENGAGEMENT ISSUES AT SCHLUMBERGER
Executive summary
This report aims to focus on the current employee engagement issues in one of the world’s
famous oilfield service, Schlumberger. The employee engagement issue have been a problem
for the company for a long time. With the rise in job cuts, the employee engagement issues
have increased a lot. The employees were not feeling secured with the rise in job cuts by the
chief executing officer of Schlumberger. The report on the first part described about the
world’s largest oilfield services. The next part of the report states about the problem. In the
analysis part, the report states how the issues of the employee engagement affects the
operation management. It also states how the issues of the employee engagement can affect
the financial aspect and marketing strategy of Schlumberger. It also states that how the
supply chain can get affected when the employee engagement issues exist in the industry. In
the literature review, the report states the models which can be used for explaining the
employee engagement issues. The previous works related to employee engagement models
have also been discussed in this part. In the conclusion it have been stated the employee
engagement issue is a matter of problem in cost of the industries which can be reduced by
properly monitoring the employees and by helping them whenever they need. Hiring
appropriate managers for handling the employees is also necessary. In the part of
recommendation it is stated how the issues of the employee engagement can be handled
properly. Some recommendations have been provided which states that how the issues of the
employee engagement can be handled.

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Table of Contents
Introduction................................................................................................................................4
Analysis......................................................................................................................................6
Job cuts in Schlumberger.......................................................................................................6
Factors affecting employee engagement................................................................................7
Affecting the people...............................................................................................................9
Affecting the marketing.......................................................................................................10
Strategy................................................................................................................................10
Impact on supply chain........................................................................................................13
Facing employee engagement challenges............................................................................14
Importance of employee engagement..................................................................................15
Literature review......................................................................................................................16
What is employee engagement?...........................................................................................16
Organizational commitment along with the citizen behaviour of the organization.............17
Relating employee engagement to job satisfaction..............................................................17
Job demand resource model.................................................................................................19
Factors behind employee engagement.................................................................................20
Role of human resource in employee engagement..............................................................21
Employee engagement model..............................................................................................22
Importance of employee engagement in an organization....................................................23
Relationship with the co-workers which will be influencing the employee engagement....23
Company culture affecting employee engagement..............................................................24

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Conclusion................................................................................................................................26
Recommendation......................................................................................................................27
Reflection.................................................................................................................................29
Reference list and bibliography...............................................................................................36

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EMPLOYEE ENGAGEMENT ISSUES AT SCHLUMBERGER
Introduction
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

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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.
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.

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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.
Analysis
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

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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).
Factors affecting employee engagement
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

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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

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Affecting the people
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.). .
Affecting the marketing
 The engaged employees can be termed as the gold mines for the marketing insights. –
improving employee engagement levels across the company is very important.

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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.
Strategy
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

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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 Schlumberger Limited
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
Social factors affecting the firm
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.

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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

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 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.
Impact on supply chain
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

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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.
Facing employee engagement challenges
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

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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.
Importance of employee engagement
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

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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.
Literature review
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.

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Organizational commitment along with the citizen behaviour of the
organization
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.
Relating employee engagement to job satisfaction
(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.

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(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.

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Job demand resource model
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.

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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.
Factors behind employee engagement
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.

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According to Brown there are three main areas which will influence the culture of the
organization:
Role of human resource in employee engagement
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

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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.
Employee engagement model
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

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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
Importance of employee engagement in an organization
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.
Relationship with the co-workers which will be influencing the
employee engagement
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.

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EMPLOYEE ENGAGEMENT ISSUES AT SCHLUMBERGER
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.

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EMPLOYEE ENGAGEMENT ISSUES AT SCHLUMBERGER
Company culture affecting employee engagement
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

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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.

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EMPLOYEE ENGAGEMENT ISSUES AT SCHLUMBERGER
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.
Recommendation
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.

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EMPLOYEE ENGAGEMENT ISSUES AT SCHLUMBERGER
 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

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EMPLOYEE ENGAGEMENT ISSUES AT SCHLUMBERGER
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.

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EMPLOYEE ENGAGEMENT ISSUES AT SCHLUMBERGER
Reflection
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.
What could I do to improve and how?
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

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EMPLOYEE ENGAGEMENT ISSUES AT SCHLUMBERGER
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.
What was my motivation and purpose?
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.
What programmes should one choose?

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EMPLOYEE ENGAGEMENT ISSUES AT SCHLUMBERGER
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.
What have I learnt?
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

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EMPLOYEE ENGAGEMENT ISSUES AT SCHLUMBERGER
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;
What?
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.

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EMPLOYEE ENGAGEMENT ISSUES AT SCHLUMBERGER
So what?
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.
Now what?
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.
What is expected to deliver and commit?
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

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EMPLOYEE ENGAGEMENT ISSUES AT SCHLUMBERGER
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

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EMPLOYEE ENGAGEMENT ISSUES AT SCHLUMBERGER
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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