Analysis Of The Shell Oil Company

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The Shell Oil Company involves a group of energy and petrochemicals companies that operate globally. Shell employs over 92,000 employees and operates in more than 70 countries and territories. Shell is considered a prominent gasoline provider, offering products that range from energy fuels, lubricants for businesses, and petrochemicals for detergents, packaging, carpets, and computers. The Shell corporation is also making strides to embrace renewable energies “by creating hybrid energies with traditional fuels such as natural gas” (Shell Global, n.d.). Shell is building hybrid power plants that combine renewable energies, including those produced by sun and wind, with traditional fuels. By investing in emission-free energies, Shell seeks to improve its operations and competitive posture as renewable technologies advance. One of the HR challenges that Shell currently faces includes a bureaucratic structure that hinders effective decision making and performance at the local level. Peter Voser, the Shell Company CEO since October 2008, has been committed to breaking down bureaucratic barriers that impede performance and has consistently emphasized diversity and inclusion. Despite Voser’s recognition that different people bring different perspectives that offer value, it cannot be ignored that he was selected as CEO during one of the worst economic recessions since the Great Depression. Due to the effects of the economic recession in addition to rising internal operating costs, Voser’s focus toward advancing diversity and inclusion within his organization has been challenging. According to Diversity Journal, “Shell’s leaders, including CEO Peter Voser, are firmly convinced that, as Shell moves forward, the importance of... ... middle of paper ... ...me factors of the organization cannot be adapted to the environment. For example, Shell supports a strong stance against the issue of anti-harassment. According to Shell’s Code of Ethical Conduct, “Shell will not tolerate harassment in the workplace – that is any action, conduct or behavior which any individual finds unwelcome, humiliating, intimidating or hostile” (Shell International Limited, 2006, p. 52). An organization’s code of conduct must clearly communicate its anti-harassment policy and outline repercussions for offenders. Harassment in the workplace concerns factors such as race, gender, religion, sexual harassment, and discrimination. The anti-harassment section of the code of conduct should altogether effectively convey the business’s commitment to ensuring a fair and safe workplace that respects diversity and encourages the free exchange of ideas.

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