Between Extinction By Instinct and Paralysis By Analysis- a Case Study on Indian Oil Industry

Exploring the Link between Decision Analysis and Organizational Performance in the Indian Oil Industry

by Jyoteshwar Kaur*,

- Published in Journal of Advances and Scholarly Researches in Allied Education, E-ISSN: 2230-7540

Volume 3, Issue No. 6, Apr 2012, Pages 0 - 0 (0)

Published by: Ignited Minds Journals


ABSTRACT

This paper isa part of my Ph.D. research titled Human Resource Management System inInvestment Perspective of Performance Appraisal of Organisation (A Case Studyon Indian Oil Industry) and includes in thesis as a conclusion chapter-8. Thischapter will draw on those that precede it to answer the research questionsposed in the first chapter of this thesis. It will demonstrate how, through the utilisation of qualitative methodsand statistical analysis, the current study has produced research that has madea valuable contribution firstly, to the decision theory and oil and gasindustry literatures and secondly, to oil industry practitioners.  By drawing on the insights gained through theconduct of the literature review, research interviews and data analysis stagesof the current study, the chapter begins by answering each of the threeresearch questions in turn.  The mainconclusions of the research are then contextualised in the decision theory andoil industry literatures.  Thishighlights how the research has contributed to one of the current debates inthese literatures by providing evidence of a link between the use of decisionanalysis in investment appraisal decision-making and good organisationalperformance.  Implications of the studyand recommendations to practitioners follow. The chapter concludes by identifying directions for future research.

KEYWORD

extinction by instinct, paralysis by analysis, Indian Oil Industry, human resource management system, investment perspective, performance appraisal, qualitative methods, statistical analysis, decision theory, oil and gas industry literatures, oil industry practitioners, literature review, research interviews, data analysis, investment appraisal decision-making, organizational performance, implications of the study, recommendations to practitioners, future research

Whilst conducting the research underpinning this thesis, one of the most difficult tasks for the researcher was to recognise that every interesting issue uncovered could not be explored. As such, whilst contributing to the theoretical debate and providing useful advice to practitioners, the current study has also highlighted several areas for future research. These will be discussed in this section. Firstly, as highlighted in Chapter 5, there is a need for several studies to investigate the issues surrounding Monte Carlo analysis. One study needs to establish the shape of the input distributions that ought to be used to represent the reservoir parameters, in a field of specified lithology and depth, in a Monte Carlo simulation to generate an estimate of the recoverable reserves. A further study is required to explore the nature of the dependencies between these variables. The data necessary for such a study is due to be published next year by the Geological Society in a book titled Oil and Gas fields of the United Kingdom Continental Shelf edited by Jon Gluyas et al.. The need for these studies is particularly pertinent since most companies are using Monte Carlo analysis to generate estimates of recoverable reserves at the prospect level. Similar studies also need to be conducted to investigate these issues for economic variables. However, the economic data that are necessary for such research are regarded by most companies to be strictly confidential. Consequently, such research is unlikely to be undertaken in the near future. Further work is also needed to understand the complexities of option theory and its application to the upstream. The growing interest from the industry should ensure that this occurs. The researcher expects to see more companies using the technique on individual investment appraisal cases in the next couple of years. Software companies such as Merak are interested in integrating the technique into their existing packages and this should aid its introduction to the industry. One of the most interesting areas that the researcher had to acknowledge was beyond the scope of this thesis were issues of tacit knowledge and the extent to which organisations and decisions are dependent upon it, and decision-makers reliance on gut feelings and experience. Firstly, understanding such issues, and secondly,researching them, requires specialist skills in areas, forexample, such as organisational psychology. Followingsimilar observations, in March 1999 the Departments ofManagement Studies and Economics at the University ofAberdeen identified a researcher with the appropriatebackground to undertake such research. This Ph.D. is duefor completion in March 2002. Future research should concentrate on further examination ofthe link between use of decision analysis and organisationalperformance. The current study focussed on those oilcompanies active on the ONGC, a comparative study couldbe undertaken in companies active in other areas. Followingpresentation of a paper based on Chapter 7 of this thesis at arecent Society of Petroleum Engineers conference in Japan,JNOC (Japanese National Oil Company) are consideringconducting a similar study in Japan. The study could also bereplicated in other industries with a similar high risk/highreward environment, such as pharmaceuticals oraeronautics. CSIRO are currently considering funding suchresearch. These studies could perhaps adopt longitudinal researchdesigns. Previous research (for example, Papadakis andLioukas, 1996; Rajagopalan et al., 1993), suggests thatorganisational performance is a function of a diversecollection of factors. Cause-effect relationships are, at best,tenuous and a broader conceptualisation of effectivenessthat incorporates both process and performance measures,is now appropriate (Goll and Rasheed, 1997). Usinglongitudinal research designs, researchers would be able togain a greater understanding of the causal relationshipsbetween the decision process and organisationalperformance by studying how connections between context,process and outcome unfold over time (Papadakis, 1998).This would minimise the possibility of reverse causalityamong the main variables (Van de Ven, 1992; Leonard-Barton, 1990). Consequently, longitudinal research methodswould increase researchers‟ confidence in the causalinterpretation of the findings (Hart and Banbury, 1994;Chakravarthy and Doz, 1992).

CONCLUSION

This thesis has highlighted that decision analysis should notbe perceived to be providing a dictatorial straitjacket ofrationality (French, 1989). Rather it should be seen to be adelicate, interactive, exploratory tool which seeks tointroduce intuitive judgements and feelings directly into theformal analysis of a decision problem (Raiffa, 1968). Thedecision analysis approach is distinctive because for eachdecision, it requires inputs such as executive judgement,experience and attitudes, along with the “hard data”. It helps

Available online at www.ignited.in Page 9

decision-makers to tread the fine line between ill-conceived and arbitrary investment decisions made without systematic study and reflection (“extinction by instinct”) and a retreat into abstraction and conservatism that relies obsessively on numbers (“paralysis by analysis”) (Langley, 1995). The thesis has demonstrated that such an approach contributes positively to organisational performance in the upstream oil and gas industry.

BIBLIOGRAPHY

Analoui, F. (1999), Strategic Human Resource Management: Towards Constructing a Choice Model. Conference on Human Development Practices and Practitioners: Beyond the Year 2000, 27-28 May, Development and Project Planning Centre. University of Bradford. Analoui, F. (1999), Effective Human Resource Development: A Challenge for Developing Countries, Ashgate, Aldershot, UK. Analoui, F., and Karami, A. (1999), „New Human Resource Initiatives in the Enterprise Sector: A Strategic Approach‟, Conference on Human Resource for Development: People and Performance, 27-30 June, University of Manchester. Analoui, F. (2002) The changing patterns of HRM pp. 30, Ashgate, UK. Argyris, C., Schon, D. (1978), Organizational Learning: A Theory of Action Perspective, Addison-Wesley, Reading, MA. Armstrong, M. (1987) „Human resource management: a case of the emperor‟s new clothes?‟, Personnel Management. Vol. 19, No. 8, pp.30-35 Bagshaw M (2004) “Is diversity divisive? A positive training approach”, Industrial and Commercial Training 36, 4, 153-157 Beer, M., Spector, B., Lawrence, P. R., Mills, D.Q., Walton, R. E. (1984), A Conceptual View of HRM. in Managing Human Assets. Free Press, New York Chap.2 Beardwell, I., Holden, L. and Claydon, T. (2004) Human Resource Management a Contemporary Approach, 4th edition, Harlow: Prentice Hall Benson, J. (1996) „Management strategy and labour flexibility in Japanese manufacturing enterprises‟, Human Resource Management Journal, Vol.6, No.2, pp.45-57 Bratton, J., and Gold, J. (2003) Human ResourceManagement: Theory and Practice, 3rd edition, Hampshire:Palgrave Macmillan Collin, A. and Watts, A.G. (1996) „The death andtransfiguration of career- and of career guidance?‟, BritishJournal of Guidance and Counselling, Vol.20, No.2,pp.385-398 Chuang Y-T, Church R and Zikic J (2004) “Organizationalculture, group diversity and intra-group conflict”, TeamPerformance Management 10, 1, 26-34 Cusworth and Franks, T. (1993) (Eds) Managing Projects inDeveloping Countries, Longman, New York (see Chapters 5and 10) Devanna , M.A., Fombrun, C.J., Tichy, N.M. (1984) „AFramework for strategic human resource management‟, inFombrun, C.J., Tichy, M. M. and Devanna, M.A. (eds)Strategic Human Resource Management, New York: JohnWiley Dessler, G. (2003) Human Resource Management, 9thedition, Prentice Hall Dore, R. (1973) British Factory: Japanese Factory. London:Allen & Urwin. Ferner, A. (2003) „Foreign multinationals and industrialrelations innovation in Britain‟, in Edwards, P. (ed.) industrialRelations in Britain, 2nd edn. Oxford: Blackwell. Fombrun, C.J., Tichy, M.M. and Devanna M. A. (1984)Strategic Human Resource Management, New York: JohnWiley Foullkes, F. (1980) Personnel Policies in Large Non-UnionCompanies. New Jersey: Prentice Hall Gow D, Morss E. 1988. The notorious nine: critical problemsin project implementation. World Development 16 (2): 1339-1418. Guest, D, (1987) „Human resource management andindustrial relations‟, Journal of Management Studies, Vol. 24.No. 5, pp. 503-521 Guest, D. (1989a) „Personnel and human resourcemanagement: can you tell the difference?‟, PersonnelManagement, January, pp.48-51 Guest, D. (1997) „Human resource management andperformance: a review and research agenda‟ International

Available online at www.ignited.in Page 10

Journal of Human Resource Management, Vol. 8, No. 3, pp.263-276 Guest, E. D. (1990), HR and IR in Storey, J (Ed) Human Resource Management: A critical Text. IT, London Harington, R. (2000), Team Based Pay, Chapter 18 in Strategic Reward Management Systems. Prentice Hall, Harlow. Hendry, C. and Pettigrew, A. (1990) „ Human resource management: an agenda for the 1990s‟, International Journal of Human Resource Management, Vol. 1‟ No. 1, pp. 17-43 Hiley, M. (1999) „The Strategic Role of Human Resources in Corporate Strategies‟, in F. Analoui‟ Effective Human Resource Development: A challenge for developing countries, Ashgate, Aldershot, UK Huslid, M. (1995) „The impact of HRM practices on turnover, productivity and corporate financial performance‟, Academy of Management Journal, Vol. 38, No.3, pp.635-672 Jacoby, s. (1997) Modern Manors: Welfare Capitalism since the New Deal. New Jersey: Princeton University Press Kaufman, B. (1993) The Origins and Evolution of the Field of Industrial Relations. New York : ILR Press Keenoy, T. (1990a) „HRM: a case of the wolf in sheep‟s clothing?‟, Personnel Review, Vol. 19, No. 2, pp. 3-9. Keenoy, T. (1990b) „Human resource management: rhetoric, reality and contradiction‟, International Journal of Human Resource Management, Vol.1 No.3, pp.363-384 Legge, K. (1978) „Human resource management: a critical analysis‟, in Storey, J. (ed.) New Perspectives on Human Resource Management. London, Routledge, pp.19-40 Legge, K. (1995) HRM: Rhetorics and Realities. Basingstoke: Macmillan Business. Marchington, M. and Wilkinson, A. (1996) Core Personnel and Development. London: IPD. Marchington, M. and Wilkinson, A. (2002) People Management and Development. London: CIPD. McDuffie, J. P. (1995) „Human resource bundles and manufacturing performance‟, Industrial and Labour Relations Review, Vol.48, No. 2, pp.197-221 Pfeffer, J. (1994) Competitive Advantage Through People.Boston Mass: Harvard Business School Press. Pfeffer, J. (1998) The Human Equation, Boston, Mass:Harvard Business School Press. Purcell, J. (1999) „Best practice and best fit: chimera or cul-de-sac?‟ Human Resource Management Journal, Vol. 9,No.3, pp.26-41 Redman, T. and Wilkinson, A. (2001) Contemporary HRM.Harlow: FT/ Prentice Hall Sano, Y. (1993) „Changes and continued stability inJapanese HRM systems: choice in the share economy‟,International Journal of Human Resource Management,Vol.4, No.1, pp.11-28 Schuler, R.S. and Jackson, S.E. (2000) Managing HumanResources, A Partner Perspective 7th edn. London: ThomasLearning. Schuler, R.S. and Jackson, S.E. (eds) (1999) StrategicHuman Resource Management. Oxford: Blackwell Business. Senge, P. (1990), The Fifth Discipline: The art and practiceof learning organisation. New York: Doubleday Currency Sisson, K. (1993) „In search of HRM‟ British Journal ofIndustrial Relations, Vol. 31, No.2, pp. 201-210. Sisson, K. (2001) „Human resource management and thepersonnel function: a case of partial impact?‟ in Storey, J(ed.) Human resource management, A Critical Text 2nd edn..London: Thomson Learning. Storey, J. (1992), “Introduction: from Personnel Managementto Human Resource Management”. In Storey, J. (Ed.)Human Resource Management: a critical Text, IT. London. Tyson, S. and Fell, A. (1986) Evaluating the PersonnelFunction. London: Hutchinson Watson, T. (1997) The Personnel Managers. London:Routledge. West, M. and Patterson, M. (1997) The Impact of PeopleManagement Practices on Business Performance. IPDResearch Paper No. 22, London: IPD. Wood, S. (1995) „The four pillars of HRM: are theyconnected? „, Human Resource Management Journal, Vol. 5,No.5, pp.49-59. Whittington, R. (1993) What is Strategy and does It Matter?London: Routledge