Research Topics: Table Of Contents

Sample Table of Contents

src=”http://pagead2.googlesyndication.com/pagead/show_ads.js”> Table of Contents                                                                                                  Page  Abstract……………………………………………………………………………..2 Introduction…………………………………………………………………………2 Chapter 1: Overview of LNG Project Financing………………………………….7 Chapter 2: The LNG Chain………………………………………………………..11 Chapter 3: The Characteristics of Banks……………………………………….16 3.1. Financial Structure of Banks…………………………………………16 3.2. Financial Intermediation…………………………………………….17 3.3. Comparative Risks of Banks, Security Companies                   and Insurance Firms…………………………………………………19 Chapter 4: LNG Project Risk…………………………………………………….23 4.1. Construction and Political Risk……………………………………..23 4.2 Market Risk……………………………………………………………29 4.3. Management Risk……………………………………………………32 4.4. Economic Risk………………………………………………………..36 4.5. Social and Environment Risk………………………………………..40 Chapter 5: Case Study of High Risk Countries…………………………………43 5.1. NLNG…………………………………………………………………..43 5.1.1 NLNG Construction, Expansion and Operation….43 5.1.2. NLNG Corporate Responsibility…………………..49 5.1.3. NLNG Sales and Marketing………………………..52 5.2. OKLNG Prospects and Operations………………………………….53 Chapter 6: Project Financing in High Risk Countries……………………………55 Conclusion…………………………………………………………………………….60 Appendices……………………………………………………………………………64 Table 1: Composition and Properties of Natural Gas……………………..64 Table 2: Physical Properties of LNG……………………………….……….64 Figure 1: Global Gas Reserves as of 2003…………………………………64 Figure 2: The LNG Supply Chain……………………………………………65 Figure 3: Remaining Reserves and Yet-to-be Discovered Natural Gas…66 Bibliography……………………………………………………………………………..66 Read the Full Paper Here   Credit:ivythesis.typepad.com

Sample Table of Contents

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Table Virtual Teams

Do principles of CASS help us understand how virtual teams organize themselves? Literature review’s table     Author/ Date Publication Title Concepts Implications (Ogilvy, 1994) Journal of Business Strategy: “This old office”   Discusses the technological advances in so-called virtual offices; Case study of  IBM, and others; Management in a virtual office. At the core, it’s the virtual organization Bottom up systems (SOS) of management requires more objective measures and compensation based on people’s output: Did you get the job done?  - Individual rewards and compensation are based on three things: output, teamwork, and a mix of personality and style (SOS based principle).    Customized systems, offices, technological innovations, work environment, virtual offices and designs are a few challenges faced to becoming a virtual organization. After 18 months of its virtual system implementation, AT&T found it had already saved million and the account executives’ sales contacts had increased by 15%. D&B’s sales productivity was up nearly 30% after the implementation of Virtual Teams program. Occupancy costs, which used to amount to 8% of the sales,  dropped by as much as 48%. Ernst & Young reduced space-and-cost- by 40%. Productivity increased by 25%. By consolidating five offices into one and adopting telecommuting strategies and virtual teams structure, IBM reduced both space and costs by 75% and increasing productivity by 25%.   (Beinhocker, 1997) Journal Article: Strategy at the edge of chaos. Complex adaptive systems are composed of a multitude of agents (people and computer programs). Such agents perform complex interactions that are difficult to predict because “what each agent does affects one or more others” Human resources rise out of bottom-up dynamic interactions, as opposed to a top-down master plan, complex adaptive systems are considered capable of self-organization and emergence. This is a convenient starting point for the analyses of organizational theory  by applying the metaphors of self-organizational systems. (Lubbock & Belasis, 1997) European Management Journal: Concepts and technologies for virtual organizing: The Gering Journey     Illustrates Germany-based Gering Group’s efforts to move the insurance company towards a virtual organization and preparation for the 21st century business environment. Strategic use of state-of-the-art information and communication technologies enhancing customer services; Analysis of organizational issues and implementation factors; Discussion of future opportunities and challenges.         (Henry & Hartley, 1998) Book - Tools for Virtual Teams The authors have provided exercises and team building process that address virtual teams condition (achievement of operational and financial goals). The team fitness model and virtual teams – Challenge 1: directions/focus – Challenge2: values/principles, operating agreements – Challenges 3: synergy/communication.    Building a virtual team is an exciting challenge for managers and leaders. They must draw on a particular set of tools and techniques to create productiveness in dispersed teams rapidly and sustain their productivity over extended period of time. We are entering uncharted territory. Ultimately, we will need to operate differently in order to find the same kind of creativity and synergy that often comes from working together as an intact team. Dispersed teams are becoming more prevalent. Teams that are made of members who are not located in the same place and rarely, or never meet together in person.   (Edom & Lee, 1999) Journal Article: Virtual teams: An information age opportunity for mobilizing hidden manpower. Presents information on a study, which focused on the concept of virtual task force team (TUFT) used in mobilizing hidden manpower. Limitations and problems due to organizational and technical causes; How a virtual TUFT can overcome the limitations of a traditional TUFT; Guidelines for creating virtual teams and virtual organizations Virtual enterprises are a way of bolstering organization’s weakness. Many organizations like IBM are trying to transform their organizations structure into virtual organizations to prepare for the 21st century business environment and redefining their core competencies; integrating operations with those of other enterprises; developing the technology to connect and support virtual teams and virtual organizations; developing operating culture that allows for the use of virtual teams and deals with resistance. The use of computer-mediated communications technologies and other information technologies such as distributed database management systems, video e-mail, and the Internet can provide a workable, reliable, and flexible base systems for creating the platforms for virtual task force teams (TUFT).                                   (Casco, 2000) Journal Article: Managing a Virtual Workplace. The challenges of managing a virtual workplace are increasing in scope. The use of new technology and tools only enables competitive advantage (communications technology). Realizing competitive advantage requires effective performance management “knowledge” (empowerment and mission) coupled with “new ways of doing things.”  While it is possible to nurture management performance “knowledge”, it is impossible to “manage” it, when “manage” is understood in its conventional sense.   Central concepts of mainstream thinking about knowledge creation and management in organizations, and in complex responsive processes of sensitive dependence on initial conditions  (e.g. metaphors emerging from complexity systems), are capable to describe the phenomena they observed in human systems. Organizations in which virtual—work arrangements thrive will be flatter than they are today.   (Bell & Kozlowski, 2002) Journal article Group & Organization management -A typology of Virtual Teams.   Theoretical framework to focus research toward understanding virtual teams. Delineating the dimensions of a typology to characterize different types of virtual teams. Distinguish virtual teams from conventional teams Distinguish among different types of virtual teams. Critical role of task complexity, addressing implications for the effective leadership and management of virtual teams.      Organizational systems, structures, and processes have evolved to become more flexible and adaptive. Horizontal organizational structures and team-based work units have become increasingly more prevalent and, with advances in technology, there has been an increasing emphasis on far-flung, distributed, “virtual” teams as organizing units of work. Some ideas about group behavior are based on non-linear dynamical systems theory. In general, the Typology of Virtual Teams behavior consists of three primary dynamics. 1)      Formation of stable stages of behavior. (Mission model) 2)      The change between stages, described as a transition from stability to more complex system. (Empowerment model) 3)      Group pattern of behavior in systems        self-organize through interaction       (Communications model).   (Levin, 2003)   Journal Article: Complex Adaptive Systems, The known, the unknown and the unknowable. CASS from cells to societies, in general with reference to the self-organization of complex entities, across scales of space, time and organizational complexity. Agents are semi-autonomous units that seek to maximize some measures of fitness by evolving overtime. The key is to understanding of interrelationships between microscopic process (the parts) and the macroscopic patterns (the whole), and the evolutionary forces that shape systems.             (Kerbed & Boone, 2004) Journal Article:  Leadership challenges in global virtual teams: Lessons from the field. The pressures associated with getting new products and services to worldwide markets are prompting organizations to choose the best people for those projects, regardless of their location. Different approaches to organizational empowerment are suggested by the concepts of Virtual Teams structured organizations. Virtual teams are able to hire and maintain skilled human resources who prefer arrangements followed by virtual teams, and facilitate the implementation of corporate wide initiatives in global organizations. Unlike traditional teams, collocated teams, a virtual team works across space, time, and organizational and geographic boundaries. Through advanced communication technologies, global teams are developing the ability to “work together apart” accomplishing missions assigned with rarely, if ever, meeting face-to-face.          (Meredith, 2005) Mecum Publishing Ltd.: “Offering flexible and remote working options at IBM”   The article focuses on the use of flexible and remote working options at International Business Machines Corp. (IBM). The view at IBM is that offering employees flexible working patterns is an option that must be taken seriously. Flexibility and mobility need to be the cornerstone of one’s thinking, no matter what area or line of business one is in. The ability to work flexibly is seen by employees as an added benefit–so to have the option in place is an important factor in attracting, retaining and motivating key staff. This will see an increase in virtual teams as part of the further globalization of business. (Microsoft, 2005) Microsoft Web Site: Microsoft 2005 Annual Report Shareholders Letter Empowering People for Success. Driven by passion for empowering people to achieve business success and realize their potential, each of Microsoft’s seven major business groups grew in 2005. Growth in Server and Tools was particularly strong, helped by rapid customer adoption of SQL Server.     We released several important updates to our server products, including Microsoft Operations Manager 2005, Internet Security and Acceleration Server 2004, Virtual Server 2005, and Windows Server™ 2003 Service Pack 1.   Mobile and Embedded revenue increased 36 percent as we launched Windows Mobile™ 5.0, our software for mobile devices. We now partner with more than 40 mobile device makers and 68 mobile operators.                 (Yuan, 2006) Strategic Communication Management:   “Driving culture change by consensus at IBM”.     The article discusses how International Business Machines (IBM) Corp. uses information technology to involve its employees in shaping corporate culture. IBM is a company that employs 330,000 workers and operates in 170 countries, making it the world’s largest information technology firm.   On any day, 275.000 employees log on what has effectively become IBM’s virtual work environment. In addressing cultural change, the intranet has been used as the best method in conducting global online brainstorming. The technology has enabled its personnel to participate in a discussion about company values and has served as the online forums for collaboration, discussion, and creativity.         (Amharic, 2006)   Amharic Vedic Science has been termed as the science and technology of a person’s consciousness. Advocates of this field aspire to promote the absolute progress and growth of human consciousness, in order to keep away from the mistakes that bring about personal distress to people and wide-reaching suffering to the world as a whole Once members of virtual teams who exist in complex adaptive systems have practiced methods of Amharic Vedic Science, it could be assumed that they would be more creative and adaptive, towards the rise of an alternative managerial system. One could easily perceive the interconnection of the concepts of individual development, complex adaptive systems, as well as virtual teams   Credit:ivythesis.typepad.com

Table Virtual Teams

Do principles of CASS help us understand how virtual teams organize themselves? Literature review’s table Author/ Date ...

Table of Content_Organization: Burger King

Total: 2500 words Organization: Burger King   TABLE OF CONTENT   1. Executive Summary (50 words)   What you are going to do in this report?   What are the key findings from this report?   What are the major recommendation made by this report?   2. Introduction to the report (50 words)   How do you do this report?   What are you talking about in the following every section?   3. Brief for the case object (50 words)   What is it operating industry?   What is its competitive environment?   4. SWOT Analysis of Burger King  (150words)   Construct a TABULAR FORM of SWOT analysis to summariza its current strategic position   5. Critical / Significant Items of Burger King (200 words)   Elaborate the above content esp. for those critical items that are highly relevant to the   development of business strategies at the following section.   6. Strategic Options (1250 words)    Identify option for the future development of the Burger King both with regard to  Resources-based (1-2 option(s)) & Market – led (1-2 option(s))   6.1 Strategic Options (Resources-based) Porter’s Generic Strategies 6.2 Strategic Options (Market-led)    Analysis from Ansoff matrix     7. Evaluation of Strategies (500 words)   Evaluate the relative merits of potential future strategis 7.1 Suitability of the strategy 7.2 Feasibility of the strategy 7.3 Acceptability of the strategy 7.4 Recommendation on selection of strategies   8. Courses of actions to be implemented (250 words)    Recommend specific sourses of action to be implemented by Burger King    Predict the problems at implementation    Identify the critical success factors   9. Conclusion   Reference   Credit:ivythesis.typepad.com

Table of Content_Organization: Burger King

Total: 2500 words Organization: Burger King TABLE OF CONTENT 1. Executive Summary (50 words) What you are going to do in...

Research proposal :Sample table of contents

TABLE OF CONTENTS i. Introduction.. 1 Rationale of the Research.. 2 Research Aim… 3 Research Objectives. 3   II. Literature review… 5 xxxxx. 5 xxxxx. 6 xxxxx. 10   III. RESEARCH METHODOLOGY.. 12 Research Approach.. 12 Data Sources. 12 Data Collection Method  13 Data Analysis. 14   IV.RESEARCH TIME PLAN.. 15 REFERENCES  16 Credit:ivythesis.typepad.com

Research proposal :Sample table of contents

TABLE OF CONTENTS i. Introduction .. 1 Rationale of the Research .. 2 Research Aim … 3 Research Objectives . 3 I...

Table of Contents_Financial Analysis of Osim International Ltd.

Table of Contents   Executive Summary Introduction About the Company Environmental Factors Competitors Financial Analysis Recommendations Conclusion Bibliography   Table of Figures     Credit:ivythesis.typepad.com

Table of Contents_Financial Analysis of Osim International Ltd.

Table of Contents Executive Summary Introduction About the Company Environmental Factors Competit...

Dissertation Table of Contents on The Effect of Country of Origin on Dubai’s Market

TABLE OF CONTENTS   SECTION 		  		Executive Summary 		1 		1.  The Problem and 		Background………………………………… 		2 		  		 		Introduction…………………………………………………… 		2 		  		Background of the Study……………………………………… 		4 		  		Statement of the 		Problem…………………………………….. 		7 		  		Hypothesis……………………………………………………. 		9 		  		Significance of the Study…………………………………… 		9 		  		Scope and Limitations……………………………………… 		10 		2.  Review of 		Literature…………………………………………… 		11 		  		Country of Origin 		 		  		11 		  		Internationalism vs. Nationalism in 		Consumer Behavior 		12 		  		Consumer Ethnocentrism and Product 		Choice  		15 		  		 		The Political 		Economy of UAE and Dubai 		18 		  		Dubai’s Consumer Culture 		20 		  		COO and Consumer Evaluation 		23 		  		COO as a Comparative Tool in Consumer 		Evaluation  		25 		  		Country of Origin Effects and Consumer 		Behavior 		26 		  		Methodological Issues in Measuring COO 		28 		  		  		  		3.  Methods and 		Procedure……………………………………… 		30 		  		  		  		  		Method of Research to be 		Used 		30 		  		Evaluation of Research Objectives 		32 		  		Research Design and Instrument 		32 		  		The Data Gathering Method 		34 		  		Database of the study 		34 		  		Sampling Technique 		35 		  		Validity of the Data 		36 		  		Administration of the 		Instrument 		36 		  		Statistical Treatment of 		the Data 		37 		  		  		  		4. A. Presentation, Interpretation and 		Analysis of Data 		38 		  		  		  		  		Demographic Profile of the Respondents 		40 		  		Age 		41 		  		Gender 		42 		  		Civil Status 		43 		  		Educational Attainment 		44 		  		Monthly Income 		45 		  		Part II. Perception of the Respondents- 		CET Scale 		46 		  		Cross Tabulation Consumer 		Behaviour and CET 		52 		  		T-Test Results 		54 		  		Analysis of Findings 		58 		4. B. Problems and Solutions 		62 		  		  		  		5. Summary, Conclusions and 		Recommendations…………… 		73 		  		  		  		  		Summary………………………………………………………. 		74 		  		Conclusions…………………………………………………….. 		78 		  		Recommendations………………………………………… 		80 		  		  		  		REFERENCES………………………………………………………….. 		84 		  		  		  		APPENDICES…………………………………………………………… 		92 		  		  		  		  		Appendix A:  Timetable……………………………………. 		92 		  		Appendix B:  		Questionnaire,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,.. 		93 		  		Appendix C:  Guide 		Questions…………………………….. 		97     Credit:ivythesis.typepad.com

Dissertation Table of Contents on The Effect of Country of Origin on Dubai’s Market

TABLE OF CONTENTS SECTION Executive Summary 1 1. The Problem and Background………………………………… 2 Introd...