Workplace Generational Issues

A new challenge has arisen in the workplace. This new challenge is not related to global competition, new technology, or even work/life balance. The challenge to which we are referring is the clash of ideals that happens when as many as four distinct generations all come together to accomplish the workplace mission.  Never before have human resource professionals and managers had to deal with such a wide breadth of varying work ethics and core values.  Conflicts that arise are often mistakenly blamed on personality differences rather than generational attitudes. In general, the four generations are identified as the “Traditionalist” generation, people born between 1922 and 1945; the “Baby Boomer” generation, people born between 1946 and 1964; “Generation X”, people born between 1965 and 1980; and “Generation Y”, people born between 1981 and 2000. Each generation tends to adhere to distinctly different core values and attitudes. To understand this better, let’s look at a characterization of generational values and ethics as they pertain to the workplace: 

WORKPLACE CHARACTERISTICS*  

*Source: Hammill, Greg, Mixing and Managing Four Generations of Employees. FDU Magazine Online Winter/Spring 2005

These differences are major factors in a company’s ability to recruit, motivate, and retain employees. They are also crucial elements to consider when attempting to build teams, increase productivity, and improve workplace harmony.

The first step in improving relationships among generations is to help each understand the others’ values, leadership styles, motivations, and communication styles. There are workshops available to employers that help employees understand these issues and conflicts.  In the past, generational differences were easily sorted out by a traditional hierarchy, but today’s organizations are flatter and more team oriented.  Within this structure, negative stereotypes can limit innovation, enhance miscommunication, and degrade retention efforts.  Encourage an atmosphere of openness, and let employees share their experiences and viewpoints. Make it clear that it is okay to have these differences as long as you properly manage them. Listen to all viewpoints, and actively seek input.

Second, be creative. Establish multiple incentive programs tailored to your company’s various generations.  For baby boomers, career advancement and a chance to make a significant impact is of key importance.  Security, career opportunities, and status are major enticements.  Traditional HR tools of promotion, salary, and status work best with this generation.  Generation X is generally more skeptical of offers of security or long-term commitments. They are better enticed by money, stock options, and the chance to do what they want to do. According to research published in the April 2002 issue of the Journal of Organizational Behavior, this generation is excited by the chance to earn based on what they do rather than on what a boss says they should earn. In his article, “Generational Differences Make All The Difference”, Kevin Wheeler, President and Founder of Global Learning Resources, describes Generation Y as valuing balance and moderation. “They want time to be with friends. They are conformists and team players, more than any other generation, and they will be very loyal if the organization provides them with flexible schedules, the opportunity to take long periods of time (without pay) to travel or do community service, and project work that has measurable outcomes.”

Last, be open-minded. Most of us think the correct way is our way.  In his book “When Generations Collide”, David Stillman wrote, “While many hope that traditionalists will eventually retire, that boomers will relax and get a life, that Xers will quit challenging the status quo, and that Millennials won’t present a whole new set of challenges when they arrive on the scene, the fact is that generational differences are here to stay.” Since this is true, for the sake of everybody involved, follow the golden rule:  Do unto others as you would have others do unto you.

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Talent Pool

The following biographies are just a small sampling of the kind of talent available in our talent pool of 16,000 experts.  Please call our placement managers if you are interested in learning more about these professionals, or check out our website for more candidates.

Senior Project Engineer with a master’s degree in civil engineering and over 30 years of experience in the upstream oil and gas industry.  Areas of expertise include executive project management and analysis of fluid and structural dynamics.  Detailed and diversified experience includes economic evaluation, and engineering analysis, design, fabrication, installation, and operation of onshore/offshore oil and gas investments in both domestic and international arenas.  Proven record of project management successes in leading $600 million in projects during the last five years resulting in improved profits from 15% to 25%.  Domestic and international business acquisitions resulted in improved profits of 29%.  Extensive background in engineering, design, and procurement for facilities, platforms, and pipelines throughout the world.  Ask for PM232.

Senior Project Controls Specialist with over 30 years of upstream and downstream experience with major oil and gas companies and EPC firms.  Background includes deep water projects, petrochemical plant and refinery turnarounds, drilling, engineering, construction and maintenance as well as environmental remediation, power (cogen), pipeline brownfield/greenfield, IT and light rail.  Expert in planning and scheduling cost estimation and project analysis and management. Successful history of meeting project deadlines. Expansive computer skills including SAP R4, JDE (JD Edwards) One World, Primavera Planner and Expedition.  Kildrummy Job-Proms, U.S. Cost Success System, Artemis 9000 and 900EX, and numerous additional industry related software.  In depth knowledge of setting up MOC (Microsoft Office Communication), EVMS (Earned Value Project Management), CBS (Construction Based Software), and WBS (Work Breakdown Structure).  Ask for PA140.

Health, Safety and Environmental Manager with two master’s degrees in business administration and public health, environmental, and occupational health science, and a diversified portfolio of global upstream and offshore experience.  Expertise includes environmental, occupational health and safety management, EHS management systems and regulatory oversight, training and communication, benchmarking, strategic analysis, cost benefit analysis, toxicological studies, and human health and ecological risk assessment. Specialist in ISO 14001 and OSHA 18001 Environmental, Health, and Safety Management System design, implementation, and conformance.  Experienced in regulatory management and compliance, program development, training, and implementation, financial analysis, data management, and liaising with regulators, legal counsel, senior management, and line personnel with the interpretation of technical information for industrial and business concerns.  Ask for HS460.

Senior Purchasing Manager with a master’s degree in business administration, a bachelor’s degree in chemical engineering, and 15 years of increased financial responsibility in the global sector.  Expertise with management of large capital budgets.  Experienced in contract negotiations, construction and review, reverse auction technology, scheduling optimization and inventory management.  Skilled in consensus team building, influence management, and employee development through performance management.  Technical skills include SAP, McCormick-Dodge POM, Microsoft Word, and ONBASE Procure to Pay system.  Certified in Energy Procurement (CEP).  Fluent in Spanish.  Ask for PU650.

Geophysicist with a master’s degree and 12 years of industry processing experience.  Expertise in seismic and well-log data interpretation, organization, management and administration as well as generation of subsurface maps.   Experienced in 2D and 3D data, pre- and post-stack migration, velocity analysis, trace interpolation, deconvolution, wavelet shaping and amplitude scaling.  Background includes petrophysical analysis and log digitization. Computer proficiencies include SIPMAP and database administration using SQL languages.  Ask for GP1043.

Senior Geologist with over 30 years of experience in exploration and exploitation and a bachelor's degree in geology. Highly experienced in prospect generation, seismic interpretation, integration of geological/geophysical data, field development, economic analysis, field studies, regional mapping, prospect marketing, acquisitions, log analysis, workovers, re-completions, and well-site operations. Expert witness before the Texas Railroad Commission and Louisiana State Mineral Board. Geographic areas worked include east and south Texas, north and south Louisiana, Louisiana state waters, Alabama, and Mississippi. Proficient in all modules of SMT Kingdom Suite and Geographix software.  Ask for G863.  

Senior Geology Consultant with a master’s degree in geology and extensive experience in field exploitation, exploration and project management for major oil companies. Expertise in field development, petrophysics, reservoir analysis and economic evaluation. Experienced in identifying drilling, recompletion and workover opportunities for client operated properties. Cross-trained in production engineering, reservoir engineering and workovers and completions. Responsibilities include overseeing operations, workovers and recompletions in the field; leading exploration teams in deep potential evaluations; drilling and completion of new wells; and, the recompletion of existing wells. Recent accomplishments include management and coordination of drilling teams in the development of 17 wells; leading exploration activities which resulted in the drilling of two exploration wells and subsequent identification of lease acquisition opportunities; the reactivation of shut-in oil and gas fields, the recompletion and reactivation of shut-in wells which doubled field production; and the identification of 18 recompletion opportunities in excess of $13MM PV10 value. Domestic geologic work activity in Texas, Colorado, California, and New Mexico, as well as, international plays in Burma, Romania, Croatia, Bosnia-Herzegovina, Egypt, and Guatemala. Licensed professional geologist.  Ask for G810.

Finance and Accounting Professional with a bachelor's degree and 10 years of oil and gas experience. Extensive experience in the petroleum industry in the areas of finance, accounting, administration, and operations, both domestic and international. Skilled in accounts payable and accounts receivable, invoicing, royalty payments, JIB, pipeline statements, general ledger, and training. Computer skills include SAP, Allegro, and 10- key by touch. Detail oriented, well-organized, excellent communication and leadership skills, and self-directed.  Ask for A539.

Reservoir Engineer with a bachelor's degree in electrical engineering and more than 30 years of oil and gas experience. Experienced in oil and gas acquisitions, corporate lending, cash flow analysis, reserve evaluations, economic evaluations, and project risk analysis. Computer skills include ARIES, PEEK, PEEP, OFM, MS Office, and Quicken. Geographic areas worked include New Mexico, west Texas, Louisiana, the Gulf of Mexico, and Mexico.  Ask for R694.

Petroleum Engineer and business analyst with a bachelor’s degree in petroleum engineering, an MBA, and eight years of experience in the petroleum industry. Experienced in production operations, economic modeling, economic analysis, software training, project management, and marketing. Computer skills include MS Office, PEEP, TOW and FLEXlm. Geographic areas worked include south and west Texas and Illinois.  Ask for BA14.

Engineering Technician with a Bachelor’s degree and over 30 years of experience supporting reservoir and production engineers.  Experience with analyzing financial reports, maintaining production data, production reporting, economic and data analysis, acquisitions, divestment, end of the year reserve reporting, and teaching and supporting economic software packages. Computer skills include Microsoft Office, ARIES, PHDWin, OGRE, and many proprietary industry softwares.    Ask for TE413.

Production and Reservoir Engineer with a bachelor’s degree in petroleum engineering and four years of oil and gas experience. Experienced with drilling fluids, completions, workovers (wireline and thru-tubing) and gas lift.  Computer skills include Microsoft Office, CMG STARS, FRACADE, Optibridge, Loss Circulatio Advisor, PPS Suite SAPHIR, Eclipse, FORTRAN, and VB.  Geographic area worked is west Africa.  Ask for P581.

Reflections on AAPG  

Did you know?   The oil industry uses more computer power than any other industry except the entertainment industry.  We produce more than 75% of new energy options for the future (solar, fuel cells, wind, and hydrogen).  We actively support deepwater biological research by making off-duty equipment available to marine biologists during deepwater drilling and collect large amounts of metocean and atmospheric data to understand hurricanes.  And in some places, the industry provides infrastructure for mariculture (fish farms). 

This is how the seminar, "Careers in the 21st Century" that we delivered at the AAPG convention in April began: with fun and interesting facts about the energy business.  But, that is not where it ended.  As we face increasing globalization, outsourcing, political and economic risk, and a depleting resource, how do we manage our own careers to the best advantage?  What is important to each of us?  The group discussed the results of industry surveys, including our own, that indicated work-life balance was of increasing importance to each younger generation.  How to manage your career whatever your experience level becomes more of a challenge.  As the four generations work together, will you choose balance, career, or life?  For each of us it is a decision unique to ourselves and our life situation.  Do I want to run companies or perform technical work?  Shall I be a technical generalist or specialist?  Do I work primarily for the money or the joy of geoscience?  Can I have both?  

Most important to the majority of people we surveyed are challenging work and the people we work with.  Regarding challenging work, we did survey only geoscientists to prepare for this meeting.  One of the questions we asked was what technical skills were most important going into the future.  Fundamental geophysical and geological integration was top at 24% of the people responding, but modeling, geophysical interpretation, attribute evaluation, and software fluency were all tied for second place.  And of great interest was the lively discussion regarding the need to keep fundamentals strong while also integrating the high technology.  the more technology advances, the harder that is to do and the longer it takes!  And as we continue to specialize, not just in the geosciences but in engineering and other fields in our business, who is going to have the career that ties everything together to make those billion dollar investment decisions and build those huge projects?  Could it be you?

In addition to preparing a competency matrix and thinking through your own career, here are some tips that can help your career development as you grow into this century.  

Attend specific training courses; pursue a mentor; attend technical society meetings, and participate on committees; read technical papers, and stay in the loop both inside and outside of your company; ask for developmental assignments, whether in new geologic basins, domestic locations or international ones; participate in new technology/research; volunteer for special assignments, like a management project, or instructing a class, or being part of a speaking program.  And, always take the time to learn by mentoring others.

Everything you do now builds skills and networks for your future and gives you broader choices along the road.  Good luck to all, and check out our website for the actual presentation and for free tools! 

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About Us

Connecting the Industry's Experts...

Collarini Energy Staffing Inc. is a full-service agency specializing in the placement of energy and EPC personnel and including the disciplines listed below (other supporting personnel are managed upon request):

Accountants and finance personnel Administrative and clerical personnel Business analysts Civil and architectural engineers Drilling engineers Drilling operations supervisors Executives Geologists, geophysicists, and petrophysicists Health, safety, and environmental personnel Human resources personnel Instrument and electrical engineers IT professionals Land, legal, and supporting personnel Materials and corrosion engineers

Naval architects Operations supervisors Pipeline, riser, and subsea engineers Process engineers Procurement engineers Production engineers Project managers and support personnel Quality control and inspection personnel Reservoir engineers Sales and marketing professionals Technical writers Technicians, drafting and graphic Technicians, engineering and geoscience

Reservoir Solutions the Industry Trusts...

The Collarini Associates petroleum engineers and geoscientists specialize in evaluating oil and gas reservoirs. Specific projects include integrated field studies, acquisition evaluations, independent reserve appraisals, and exploration and exploitation prospect generation and assessment. Our full divestment services include creation and hosting of electronic and physical data rooms in addition to the technical evaluation. Our teams in Houston and New Orleans are very experienced and stand ready to help you on projects of any size. Try us!

Guiding Careers to the Next Level...

Collarini Career Management applies its deep understanding of the career paths of technical professionals in the E&P and EPC communities to help companies and professionals build successful organizations and careers. We leverage Collarini's unique combination of industry knowledge and technical expertise to guide companies and individuals during transition, training existing employees for high performance, and designing customized technical training plans for companies and individuals.

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Contact Us
11111 Richmond Avenue, Suite 126 Houston, Texas 77082 832.251.0553		4200 South I-10 Service Road, Suite 230 Metairie, Louisiana 70001 504.887.7127

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