ORGANIZATIONAL BEHAVIOR (BBGO4103)

ASSIGNMENT
MAY SEMESTER 2021
NAME : FRESHLY JONAL
MATRIC NUMBER : 930614126347001
DUE DATE : 12 JULY 2021
 TABLE OF CONTENTS

CONTENTS PAGES
Part 1: Workplace Stress 1

Part 2: Job Satisfaction 3

Part 3: Conflict 5

Conclusion 7

REFERENCES 8
SELECTED ORGANIZATION – PETRONAS COMPANY
Petronas is also known as Petrolium Nasional Berhad is a national oil and gas
corporation that is fully controlled by government of Malaysia particularly under the ministry
of finance. Petronas was founded in 1974 when the petroleum development act (pda) was
passed in the parliament which grants Malaysia the full ownership and management of the
country's oil and gas resources. Furthermore, Petronas is one of the Fortune Global 500
biggest corporations in the world, with a Petronas Group consisting of 201 fully owned
companies and 59 partially owned subsidiaries. They are an integrated oil and gas firm with
commercial interests in 65 countries. The term "wholly owned" refers to Petronas owning
100% of a business, such as Universiti Teknologi Petronas, Petronas Carigali, and so
on while "partially owned" refers to Petronas owning half of a corporation, such as Petronas
chemicals group berhad with 64.35 percent shares. Petronas engages in a broad variety of
operations which includes petroleum exploration and production, oil refining, marketing,
trading and distribution of crude oil and petroleum products, natural gas processing and many
more.

Part 1: Workplace Stress

1.1 Job Stress Definition

Stress is a person's adaptive response to a situation that they perceive to be challenging or

threatening to their well-being. It explains how individuals respond to tough environmental
circumstances. One kind of stress is job-related stress. Job stress is a kind of stress caused by
circumstances at work that have a negative effect on a person's performance or overall health
and well-being. Work-related stress typically occurs when an employee's responsibilities and
needs collide with the expectations of the job. Furthermore, stress may have both good and
negative effects for workers and organizations. Stress's beneficial impacts will provide an
urge or drive to enhance performance and productivity. Negative repercussions may affect
employee performance and productivity as well as the company as a whole when workers
resign, are displeased with their work, lose motivation, and so on.

1.2 Event

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 As we all know, working conditions for offshore employees at a Petronas company,
particularly those who must work offshore are difficult, and many workers have experienced
stress. An offshore worker from Sarawak who had just been working for three days was
discovered hanging on the side of a ship at Kemaman Port, Kuala Terengganu when a ship's
crew saw the victim in full uniform hanging with a rope around his neck 10 meters from the
ship. He then notified the ship's captain, who then called the security officer to report the
event before calling the cops. The victim is believed to have attended a work meeting and
lunch with the ship's crew prior to the hanging event. The victim was suffering from
depression to the point of hanging himself, according to the ship's crew.

1.3 Factors

Among the factors that can be observed in the study of the incidence of offshore
workers hanging themselves due to depression connected to organizational behaviour is the
first is attributable to interpersonal stresses. Interpersonal pressures arise when a person is
unable to adjust in their job. This is because, as we all know, in the workplace, an individual
must work with a variety of people, including groupmates, superiors, subordinates,
colleagues, and so on, all of whom have different characteristics such as gender, personality,
way of thinking, and approaches to jobs, all of which influence the pace and level of their
work accomplishments, with some of them being able to co-ordinate their efforts. As a result,
the offshore worker is unable to adjust due to either a lack of knowledge in having good
communication with the work crew and ship captain until he suffers from depression or he is
subjected to psychological harassment at work, which can be seen as he can only afford to
last three working days, prompting the victim to hang himself. Furthermore, the company
should pay attention to its employees' psychological well-being and help them in resolving it
by providing training to improve their interpersonal skills and deal with work circumstances
in order to prevent such events.

In addition, there is a task-control stressor. Low task control becomes more stressful
when employees take on more responsibilities, which refers to a situation in which an
individual has no control over his job due to uncontrollable factors such as time,
environmental variables, and so on. Employees' stress levels increase when they do not have
control over how and when tasks are done, as well as the speed of work activity, because this
is regarded a higher anticipated stressor, especially in professions that demand a lot of

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responsibility. As a result, linking this stressor with the case of an offshore worker hanging
himself because as we all know, the duty of offshore workers is not simple, as they must
labour for weeks in the middle of the sea, requiring great mental fortitude to meet the task.
Offshore employees also work in shifts, with each shift lasting 12 hours. We can see that the
offshore worker working environment is very difficult and may have a negative impact on a
person's mental health, such as excessive stress or depression, as a result of work that
demands a great deal of responsibility and must be carried by the employee. Offshore
workers must learn to control their emotions and manage their time efficiently in order to
prevent this occurring again in the future.

Part 2: Job Satisfaction

2.1 Definition

Job satisfaction is defined as a comfortable or pleasant emotional state that results

from an evaluation of one's employment or work experience. Job satisfaction is usually
unnoticeable, but it may be felt and translated into variety of ways, including improved job
performance and increased motivation at work. This is due to the fact that job satisfaction is a
kind of reaction that is better suited to emotional work circumstances. If a scenario arises that
creates work discontent, the company will confront a number of problems, including staff
absenteeism, performance, and even production. Someone may attain job satisfaction if they
have a good supervisor who is understanding and helpful, excellent salary and benefits
provided by the company, career advancement since the job they are working in is their
dream job, decent working circumstances, and supportive co-workers. Job satisfaction is also
important and is linked to one's capacity to perform effectively at work. Work happiness is
influenced by job performance, which lowers the likelihood of resignation and absence. As a
consequence, in order to maintain one's work performance, the company must concentrate on
increasing employee job happiness.

2.2 Event

One of Malaysia's oil and gas businesses is Petronas Carigali. The incident involved
an employee called Dharveen Kumar, who was given a position with Petronas in Iraq. He is a
former student of Sekolah Menengah Sains Muzaffar Shah Melaka, originally from Negeri

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Sembilan, who received a 10A in the SPM examination and is a Petronas scholarship
recipient who graduated with a Bachelor of Chemical Engineering from Universiti Teknologi
Petronas (UTP) and began his career at Petronas in the technical group which includes the
operations division in 2012. Dharveen served for four years in Miri, Sarawak, then returning
to Kuala Lumpur for two years before being offered to Iraq. Dharveen had accepted the offer
after giving it some thought since it was a great opportunity because not many people were
offered chance to works in Iraq. According to Dharveen's comments after working in Iraq for
a year and a month, he was extremely pleased with the job since Petronas Carigali paid close
attention to the welfare of workers, such as providing food and lodging, and ensuring their
safety 24 hours a day. Dharveen was also summoned to perform labour in Iraq for a five-
week period, after which he was granted a three-week vacation and which he has the chance
to spend time with his family. Dharveen was also able to learn a lot in Iraq, particularly about
the amenities that are different from those in Malaysia. Finally, he said that if he had the
opportunity, he would stay with Petronas until he retired.

2.3 Factors

Factors that lead a person or employee to feel satisfied with their job are related to
various circumstances. Based on the above event, the job satisfaction factor that Dharveen
Kumar feels is in terms of learning and career development. Everyone wants a work
environment that evolves and does not do the same thing till retirement. Organizations should
offer workers with a clearly defined career path so that their work performance and desire to
accomplish their tasks improves, and they are pleased with their work environment. Dharveen
Kumar is extremely pleased to have been offered to works in Iraq, where he will be able to
learn many new things and have experiences that are different from those he has had in
Malaysia, based on the events described above. He was able to learn about Iraq facilities such
as gas development and water management, which were new to him and quite different from
Malaysian infrastructure. He also took on numerous new tasks and cultural differences as
learning opportunities. Dharveen is extremely pleased with his work as a result of this aspect,
and if given the chance, he says he would want to stay loyal to the Petronas business.

Furthermore, the discovered element of work satisfaction is in terms of benefits. As

we know work satisfaction may be attained when there are incentives provided that suit the
preferences of an employee. Based on Dharveen Kumar's comments, we can see that if he

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accepts the offer, Petronas provides certain advantages, not only in terms of money, but also
in terms of employee welfare, such as housing, food, and employee safety, as well as a three-
week leisure period to spend time with family.

Part 3: Conflict

3.1 Definition

Organizational management conflicts and crises are events that result in a collision of
desires, objectives, ideas, and methods for managing and moving the organization ahead.
Conflict may create dynamics in companies, particularly in the area of educational
management allowing the organization to continuously develop. Conflict, in a basic sense
may be defined as a disagreement of opinion between two parties that leads to a
contradiction. Conflict is never resolved, according to Laue (1987), because the final decision
does not reflect the interests of the parties concerned. As a result, the conflict needs both
parties or a third party as a mediator to settle the issue that emerges in the best possible
manner, but this is dependent on the circumstances in which the conflict occurs. However,
conflict is a natural and normal process because humans have different needs and wants
which therefore can cause conflict with each other. Conflict happens in all aspects of human
existence, whether in official or informal organizations.  In a simple sense, without
conflict there is no solution that allows the organization to move in a better direction than
before, because conflict can make individuals or organizations aware of existing weaknesses,
and if they think positively, efforts to improve them will be made, which can increase
cooperation and harmony in the workplace and also encourage constructive change. It is often
said that many members of the organization try to avoid conflict in order to maintain
harmony and harmony in the organization even if the members in the organization do not
agree on something. If this is the case, the organization will almost certainly be unable to
develop more dynamically. Simply stated, conflict happens when there is a clash of interests,
ideals, or goals, or when there is anything that differs from our point of view. As a result, the
majority of management believes that the ensuing conflict creates a negative perception and
threaten the image of the company particularly in terms of accomplishing its vision and goal.

3.2 Event

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 This event occurred at Petroliam Nasional Berhad, commonly known as Petronas,
when a former employee, Norain Redzkiah Osman Salleh, filed an appeal with the Malaysian
Industrial Court over her dismissal in December 2017, alleging that her performance is not
good after she was given ‘Performance Improvement Implementation (PIP) for six months.
As a result, Norain took action to seek justice in her case, stating that she had worked for
Petronas for 24 years and that the basis for her dismissal was not fair at all, and she applied
for restoration to prior job without loss of pay, allowances, seniority, and privileges. Thus,
before reaching a judgment, the court performed an investigation and weighed all of the facts,
and they discovered that the (PIP) filed against the claimant did not indicate that the claimant
was a poor performance to the point of being fired from the business. Finally, the court judge
decided that the claimant was fired without cause and justification and ordered Petronas to
pay a sum of money of RM 1.13 million, which included Norain's monthly income, back
wages, and compensation in lieu of reparation.

3.3 Factors

Conflict in organizations is a phenomenon that cannot be avoided. This is due to the

fact that conflict is a social life legacy that may arise in a variety of circumstances as a
consequence of the development of disputes and conflicts between two or more people on a
continuous basis. While conflict is generally viewed as something negative, the reality that
disagreement may be a source can be a source of progressive development to an organization.
When conflict is handled properly and with a positive attitude, it has the potential to boost an
organization's performance. Then a constructive conflict may be promoting organizational
objectives and enhance organizational success levels. In other words, without
conflict companies will not be motivated to discover solutions to advance in a better path
than previously.

Based on the events above, there are a variety of causes or circumstances why such
events may occur, and we can see that there is a dispute that happens between Norain and
Petronas, which led Norain to be dismissed in addition to the organizational statement about
poor job performance. Among the conflict causes that have been discovered from the
previous example is the first is due to differences or incompatible attitudes, views, interests,
values, ideologies and so on that between two people may create behaviours that impede and
disrupt the connection between members in the group. When two people or groups are faced

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with improper acts or behaviours, they will get actively engaged in conflict. When
incompatibility is obvious, conflicts may arise in organizations. In the case of Norain, we
know that she has worked for 24 years in the Petronas company, where her way of thinking,
behaving, and giving ideas is different, and her ideology is considered old school and not in
line with the behaviour of employees of the new generation, which creates a sense of
inadequacy because following the current circulation is also different. As a result, Petronas
should not dismiss workers without cause, but rather send them to training and encourage
them to maintain their professionalism while dealing with workplace conflicts.

Moreover, a factor that can be attributed is the interaction or communication. Humans

interact utilizing one or more combinations of psychological positions in relationship
analysis. When employee or personal contacts take the form of adult-to-adult interactions, the
work environment is generally safe and effective. This is due to the fact that such a
connection is rational. As a result, there is less emotional tension between them. In addition,
interactions among workers or between managers and employees may create problems if the
people involved do not understand and respect one another. In the case of Nurain, this
element may be linked to the fact that the manager of the Petronas company did not have
good connection with Nurain which lead him to decide to fire her without first addressing the
grounds for the dismissal that are solid and acceptable. We can see that communication
between managers and employees is important in order to establish a good relationship and
be able to think more rationally when making decisions for the organization's so that similar
events do not occur in the future as a result of Petronas action, they to pay RM1.13 million
towards Nurain which can give negative impact on the company's financial structure.

Conclusion

As a conclusion, these three elements of organizational behaviour are no longer

foreign to occur in an organization and can exists in many different events. Therefore, it is
important for the organization to be good at controlling the situation, taking care of their
employees, making good management, making rational decisions and so on. This is because
these three elements of organizational behaviour are able to give either a good or negative
effect on the organization based on how they handle a situation.

2846 words

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REFERENCES

1. Hairom, H. (2019, November 19). Petronas diarah bayar bekas pekerja RM1.13 juta
sebab pecat tanpa sebab. Sinarharian.
https://www.sinarharian.com.my/article/58104/BERITA/Mahkamah/Petronas-diarah-
bayar-bekas-pekerja-RM113-juta-sebab-pecat-tanpa-sebab
2. Ngah, H. (2019, September 1). Pengalaman baharu bekerja di Iraq. Berita Harian.
https://www.bharian.com.my/berita/nasional/2019/09/602450/pengalaman-baharu-
bekerja-di-iraq
3. Rosser, J. (2018, November 21). What Factors Contribute to Job Satisfaction? The
Top 10. Success Stream. https://www.success-stream.co.uk/what-factors-contribute-
to-job-satisfaction/
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https://www.petronasgas.com/aboutus/Pages/default.aspx